A strategic training programme requires continuous and consistent management to succeed. Following a step-by-step process will not only benefit the development of your customers and channel partners but your entire organisation.
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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.
An influence on strategy
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:
- Strongly support the 70% learning
- Develop and exploit the power of the 20%
- Design the 10% within the clear context of the other 90%
Our view on this model?
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.
- Some feel releasing control from formalized learning to informal may produce issues for the business
- Quality can’t be assured or controlled
- The knowledge and skill transfer may be incorrect
- The trainer/coach/mentor may not have the right skill
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.
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What you need to know before you start working with Wahoo Learning
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.
How to get the most from your partnership with Wahoo Learning
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.
Wahoo Learning vs In-House – Which is Best?
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.
The author - Lloyd Smith
Lloyd is the Managing Director of Wahoo Learning. He has a passion for the learning technology industry, particularly the latest innovations and technologies.
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