Learning and development is changing rapidly. The focus is moving beyond courses, and the rapid adoption of a 70-20-10 model is a key part of this transformation.
One of the perpetual discussions in workplaces is that managers are often promoted because of their technical skills, and they then must learn the management and leadership skills they need on the job.
Learn about trends in digital learning and some of the next generation tools that can be used to improve learning outcomes.
Workplace performance gurus Rummler and Brache have said that formal learning accounts for 10% of the potential for changing performance on the job. Learning and development is looking for more effective ways to change performance, including adapting the 70-20-10 learning model and digital learning.
At Sprout Labs we often talk about the reason “the 20” is the middle part of the 70-20-10 model, and that learning from others and social learning is what holds workplace learning together.
70:20:10 blended learning ecosystems are more complex than traditional learning and development activities. They have more components and are connected in more complex ways. Evaluation methods such as post-course surveys don't work with 70:20:10 learning ecosystems, so we need different approaches and methods.
Digital technologies can be an enabler for change, transformation and modernisation of learning. The future of workplace learning is the 70:20:10 learning model and a focus on learning while working.
The 70:20:10 learning model is the future of workplace learning. The 70:20:10 learning model has become widely known because it offers a simple explanation of how learning really happens at work.
When an organisation moves to a 70:20:10 learning model they often need to rethink how learning content is produced. Often, a content curation approach is taken.
In learning and development there is often talk about the need to be more strategically focused. ELearning holds the promise of being flexible, faster and more effective than face to face learning.
