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The 70/20/10 learning and development model, developed in the early 90’s by Robert Eichinger, Michael Lombardo and Morgan McCall, asserts that 70 percent of learning and development takes place from real-life and on-the-job experiences, tasks, and problem solving. 20 percent of the time, development comes from other people through informal or formal feedback, mentoring, or coaching. 10 percent of learning and development comes from formal training.
The concern with this model is that formal learning initiatives are devalued and that if 90 percent of learning is informal, it therefore requires no attention. However, the 70/20/10 idea resulted from an effort to raise the awareness about informal and experiential learning. This occurs usually without a mental acknowledgement or even planning by the learner, unlike when engaging in formalised learning which is more of a conscious decision.
The 70/20/10 learning and development model should be an influence on training strategy rather than a strategy in itself.
The most useful application of this powerful model for understanding learners and their learning world should be to:
Professionals and leadership can get hung up on the numbers or the right combination. But what 70/20/10 is all about is recognising that a lot of learning happens informally on the job and therefore is a culture change tool to support a model which strikes the right balance for the organisation.
The 70/20/10 learning and development model is about creating a culture of recognising informal learning as well as promoting opportunities to learn informally. Issues around people not realising they are learning as they are doing, but rather they need to attend a training session in a classroom is a significant challenge. Leaders, managers and staff need to shift their thinking about what, where, and how learning takes place. Not only does culture and mindset need to change, systems, policies and procedures are affected.
Some people may doubt this approach or whether it even works. However, we believe it is a philosophy not a formula.
In reality it is not too different to apprentice type schemes proven in industry, and with the right support from students’ managers and supervisors is a powerful way to engage and encourage employees.
Wahoo Learning helps facilitate this philosophy by moving formal training material to an online delivery. It enables the ‘10%’ of formal training to be consistently delivered, when, where and at the pace of the student, and it remains available for further review as they learn on the job and with the support of experienced coaches or mentors.
Smart lights have gone a long way from automatically switching on or off. Redwood’s intelligent lighting system uses a network of smart sensors that collect and analyse temperature, motion, and brightness data to deliver energy and cost-efficient, dynamic lighting.
Before you invest in a training programme and start working with Wahoo Learning, there are some important elements to have in place first.
Even though we take care of the training programme delivery and project management, there is some preliminary work you can do to help us hit the ground running and get to the deployment stage as smoothly and quickly as possible. Of course, this is also dependent on the individual requirements of your programme.
Here is a detailed overview of what you need in place before we start work together.
When we enter a new partnership and start working with a new customer, we think it’s important to be as transparent as possible. We want to work closely with you and get under the skin of your organisation from the offset.
From your point of view, this process is designed to set your expectations and ensure you get the most from our partnership. It’s a chance for you to get to know Wahoo Learning and understand the processes we put in place to make a success of your training programme.
In the early stages of training programme development, planning how you intend to support, maintain and manage it is the key to its success.
For this, there are generally two options: outsourcing to a specialist or keeping it under one roof in-house.
However, deciding how to move forward isn’t clear cut. Many factors can impact the decision.
We are not about to tell you to outsource to us. It’s about us helping you explore your options and make the right choice for your requirements.
From small scale start-ups to fully-fledged enterprises, all companies have training needs. Providing the right learning tools is crucial to enabling company growth, which explains why an increasing number of businesses are choosing to outsource their training.
Partner training software (sometimes referred to as a Learning Management System) is an eLearning platform that will help you train your external partners, including your franchise owners, resellers, distributors , agents, and installers. This platform allows you to plan, deliver, and track the training programmes that you develop.
The distribution sales model has existed since the inception of modern trade. Singer was tapping independent agents to sell and repair sewing machines as early as the 1800s. IBM’s now unshakeable foothold in the PC industry started with distribution through retailers.
On a racecourse, some lanes are shorter than others. Called an inside track, it’s a naturally advantageous position for racers to be in: shorter means closer to the finish line.
Product knowledge is a customer’s inside track towards user satisfaction. It gives them the tools to properly sell, install, test troubleshoot, and maintain products where others might take the longer route with self-taught information.
Smart lights have gone a long way from automatically switching on or off. Redwood’s intelligent lighting system uses a network of smart sensors that collect and analyse temperature, motion, and brightness data to deliver energy and cost-efficient, dynamic lighting.
Before you invest in a training programme and start working with Wahoo Learning, there are some important elements to have in place first.
Even though we take care of the training programme delivery and project management, there is some preliminary work you can do to help us hit the ground running and get to the deployment stage as smoothly and quickly as possible. Of course, this is also dependent on the individual requirements of your programme.
Here is a detailed overview of what you need in place before we start work together.
