Have you ever wonder been asked a question, be it business related or technical, and you naturally shared a perspective that was right and impressive?
And you asked yourself: “Wait – How did I know this stuff?”
I didn’t learn it from school, not from training courses or reading. It could be just an intuition, but it felt very logical and clear.
My previous manager and mentor Bob once said: “You know much more than you think”.
But How?
There is a Model commonly referred to as the 70/20/10 framework. The general interpretation is that our learning on the job is achieved from:
- 70% Experienced-based, On the job, Stretch Assignments or Informal
- 20% Social via Coaching, Mentoring or Peers
- 10% Formal – Courses, Reading, etc.
There are still ongoing debates around the official original source (most cite Center for Creative Leadership), the data behind the model (definition of the percentages), application (activities, behaviour) and results (direct linkage).
Importantly, it opened up a conversation that recognizes significant learning occurs outside of official programs. How it is applied depends on the organization’s L&D strategy and maturity. It ranges from a conceptual discussion to integration with performance, development and business strategies processes.
Some Takeaway
- Learning happens every day, whether we are conscious or mindful about it or not.
- Many skills need to be built from BOTH formal training and everyday application, especially as you perform at the higher level. Time and Attention – no shortcuts.
- Having goals, intended practice and coaching will only speed up and multiply your results. (look up 10,000 hour rule)
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Awareness is always the most important first step. Application is all up to you.
- Many managers already know this, but there are many broader tools to employee development. It ranges from stretch roles, strategic projects, job shadowing, coaching and mentoring (both up and down) and is not limited to internal vs. external courses.
- During my own biggest growth periods, I did have an explicit learning plan on skills and knowledge that I reviewed regularly on 1:1s. I started with the what and worked with others on the hows.
Let’s Put the language aside for a minute – For your own learning plan:
- What learning opportunity are you creating and owning, in/out of your day job?
- What process/structure (however simple) are you using, with what feedback?
- What support are you getting or want to get from your manager, mentor, team?
- How often are you reviewing progress and revising the plan itself?
For further reading:
Demystify the 70:20:10 Model white paper by DeakinPrime
70:20:10 Forum
