Warning: Nothing I’m writing about below is new or disruptive.
In the L&D world in recent years there has been a growing advocacy around changing the way we understand how learning happens at work. There’s a steady movement moving from instructor led and presentation led learning as a default to creating and cultivating more natural ways for people to share information.
With technology now at the forefront of giving people new ways to connect, share information, knowledge and practise we’re seeing a real move to technology becoming an enabler of better working and better learning.
The 70:20:10 model promotes thinking around the efficacy of learning mechanisms. 70% of our learning at work happens through on the job activities. 20% happens through peers and social based activity (also includes coaching and mentoring activity). 10% happens through formal training programmes and courses (including e-learning).
It’s easy for people to get caught up in the numbers of the model. They seem to represent an intuitive sense of the reality.
One of the things it really does is challenge the skill set of the L&Der to adopt new thinking about how learning takes place. If only a small amount of learning happens via the courses and courseware we hold so close to our hearts, then how do we enable the rest to happen?
It’s a big question. There are practitioners out there making it happen. This model helps to provide a way of developing thoughts and ideas on the new skills knowledge and practise that sits around this new world of learning.
What kind of things are these people doing?
– On a leadership development program using online collaboration tool as a default for connection, sharing and knowledge delivery
– Internally inviting people to design their own courseware with clear guidance around good e-learning design and principles to stick to
– Holding a regular internal open mic session where people can talk on any topic and everyone is invited (and yes, people attend)
– Using open space as an engagement tool at a staff conference
– Simply allowing YouTube access
– Introducing an internal social network like Yammer to allow for internal discussions and knowledge sharing to take place (and no it doesn’t get abused)
I’m involved in a lot of discussions and spaces where these things get discussed a lot. That’s mostly been because of Twitter and some amazing connections I’ve made with others. These connections have given me the support and strength to be brave in my organisations. My practise is far from revolutionary but it is certainly different. I know this because I hear many stories of people being subject to the same old same old learning design and learning practise.
Change isn’t afoot. Change is here. The 70:20:10 model isn’t a panacea. It’s an interesting alternative. When I’m talking about these things with my business areas I don’t talk in terms of the model. I talk in terms of performance impact and business relevance. That’s not a hard switch.