{"id":15452,"date":"2016-12-08T15:36:44","date_gmt":"2016-12-08T14:36:44","guid":{"rendered":"http:\/\/www.targettraining.eu\/?p=15452"},"modified":"2019-02-06T13:03:38","modified_gmt":"2019-02-06T12:03:38","slug":"practical-advice-implementing-70-20-10-model","status":"publish","type":"post","link":"https:\/\/www.targettraining.eu\/de\/practical-advice-implementing-70-20-10-model\/","title":{"rendered":"Practical advice on implementing the 70-20-10 model"},"content":{"rendered":"<p><strong>The 70-20-10 model has been around for a few years already. It reflects the increasing awareness that people learn not just through \u201ctraditional\u201d training. Research shows that we actually acquire most of the knowledge, skills and behaviours we need to perform our jobs through actual experience and working alongside others. The 70-20-10 model has its origins in the work of McCall, Eichinger and Lombardo from the Centre for Creative Leadership.<br \/>\n<\/strong><\/p>\n<p><span id=\"hs-cta-wrapper-20407acd-ee86-4017-b4b3-d7bf14527aaa\" class=\"hs-cta-wrapper\"><span id=\"hs-cta-20407acd-ee86-4017-b4b3-d7bf14527aaa\" class=\"hs-cta-node hs-cta-20407acd-ee86-4017-b4b3-d7bf14527aaa\"><a href=\"https:\/\/cta-redirect.hubspot.com\/cta\/redirect\/455190\/20407acd-ee86-4017-b4b3-d7bf14527aaa\" target=\"_blank\" rel=\"noopener noreferrer\"><img decoding=\"async\" id=\"hs-cta-img-20407acd-ee86-4017-b4b3-d7bf14527aaa\" class=\"hs-cta-img lazyload\" style=\"border-width: 0px;\" data-src=\"https:\/\/no-cache.hubspot.com\/cta\/default\/455190\/20407acd-ee86-4017-b4b3-d7bf14527aaa.png\" alt=\"eBook: The definitive checklist for qualifying training providers\" src=\"data:image\/gif;base64,R0lGODlhAQABAAAAACH5BAEKAAEALAAAAAABAAEAAAICTAEAOw==\" \/><noscript><img decoding=\"async\" id=\"hs-cta-img-20407acd-ee86-4017-b4b3-d7bf14527aaa\" class=\"hs-cta-img\" style=\"border-width: 0px;\" src=\"https:\/\/no-cache.hubspot.com\/cta\/default\/455190\/20407acd-ee86-4017-b4b3-d7bf14527aaa.png\" alt=\"eBook: The definitive checklist for qualifying training providers\" \/><\/noscript><\/a><br \/>\n<\/span><\/span><\/p>\n<p>Their book, <a href=\"https:\/\/www.amazon.de\/Career-Architect-Development-Planner-5th\/dp\/193357822X\/ref=as_li_ss_tl?ie=UTF8&amp;qid=1493840274&amp;sr=8-1&amp;keywords=Career+Architect+Development+Planner,+5th+Edition&amp;linkCode=ll1&amp;tag=villadiansalie-21&amp;linkId=596f90b2d1e2ce2da46fcf6347dd5fd5\" target=\"_blank\" rel=\"noopener noreferrer\">\u201cThe Career Architect\u201d (1996)<\/a>, is based on empirical research and concluded that successful managers learned in 3 different ways:<\/p>\n<ul>\n<li><strong>70<\/strong> percent of learning comes from real life on-the-job experiences, performing tasks and problem solving<\/li>\n<li><strong>20<\/strong> percent of learning comes from feedback, working with and observing role models<\/li>\n<li><strong>10<\/strong> percent from \u201ctraditional\u201d training<\/li>\n<\/ul>\n<p>Initially focussing on management and leadership development, this conclusion has since been extended to other types of professional learning and development. Today the 70-20-10 model is being used by Learning &amp; Development departments in a wide-range of multinationals operating across a broad range of businesses. (e.g. PriceWaterhouseCoopers, Nike, Dell, Goldman Sachs, Maersk, L\u2019Or\u00e9al, and Caterpillar)<\/p>\n<h2>Why implement the 70-20-10 model<\/h2>\n<p>Whether you are a learning &amp; development specialist, a line manager, a trainer or training provider, or an employee, you should take time to reconsider and refocus your efforts. By doing this you can:<\/p>\n<ul>\n<li><strong>shift<\/strong> the focus and expectations towards more efficient and effective types of learning and development<\/li>\n<li><strong>ensure<\/strong> that time and money invested in learning and development makes a greater impact<\/li>\n<li><strong>support<\/strong> your business by keeping people in the workplace while they are learning<\/li>\n<\/ul>\n<p>The model has an attractive simplicity, although the exact ratios are contended. As a trainer and manager of a training company I think it&#8217;s important to see the model as a philosophy and not a rigid recipe.\u00a0 The key is understanding and accepting that the majority of learning actually happens outside of the classroom, and that any learning and development program should take this into account and proactively support this.\u00a0 It doesn\u2019t mean that traditional training is no longer relevant in the 21st century, but rather that this traditional training is just a part of learning and development strategies.<\/p>\n<blockquote>\n<p style=\"text-align: right;\">\u201cAlmost without exception, in my experience, organisations that have adopted 70-20-10 have achieved greater impact on performance at organisational and individual level at lower cost than was being achieved beforehand.\u201d<\/p>\n<p style=\"text-align: right;\"><strong>Charles Jennings<\/strong><\/p>\n<\/blockquote>\n<h2>How to implement the 70-20-10 model<\/h2>\n<p>The 70-20-10 model has proven to positively impact organisations in enhancing learning and development programs. Based on what we\u2019ve seen our clients do, and what we\u2019ve tried ourselves, here are some concrete and practical ways to begin implementing the 70-20-10 model in your organization.<\/p>\n<h4><strong>Raise awareness and build commitment through conversation\u00a0<\/strong><\/h4>\n<p>Everyone involved needs to be brought on board with the idea that learning and development is not just about going on a course.\u00a0 My own experience as a manager is that it is relatively easy to get people to see 70-20-10 as \u201ccommon sense\u201d. These conversations are essential as the 70-20-10 model depends on L&amp;D working closely with line managers, and on line managers communicating with their staff. Managers need to be aware of the pivotal hands-on role they play in developing their staff, and employees need to appreciate the context for new decisions.<\/p>\n<blockquote>\n<p style=\"text-align: right;\">Implementing the 70-20-10 model is not a cost-cutting exercise &#8211; replacing \u201ctraining\u201d by a loose learning-by-doing approach. It&#8217;s actually a quality driven initiative, aiming to make sure that the company is developing to meet future challenges.<\/p>\n<p style=\"text-align: right;\"><strong>Scott Levey<\/strong><\/p>\n<\/blockquote>\n<p>If, like Target Training, you\u2019re a medium sized company, these conversations are reasonably manageable. If, like many of our clients, you\u2019re part of a larger organization then start small. Find a business unit where managers are comfortable and confident wearing the \u201cdeveloping people\u201d hat. Speaking with our clients, many of whom are multinationals, the general consensus has been that introducing the 70-20-10 model step by step has proved to be the most effective approach. By connecting with managers who have a genuine interest in developing their teams and the employees within them, the model organically spreads to other areas.<\/p>\n<h4><strong>Enable experiential learning<\/strong><\/h4>\n<p>This is key when we consider that 70% of learning comes from \u201cdoing\u201d. Giving employees the opportunity to learn through challenging yet achievable experiences is one the most powerful and practical tools in a <a href=\"https:\/\/www.targettraining.eu\/a-practial-toolbox-for-managers\/\">manager\u2019s toolbox<\/a>. Experiential learning can come through new roles and equally occur within existing roles. Three approaches we\u2019ve seen clients benefit from are:<\/p>\n<ul>\n<li>extending the scope of responsibility and control<\/li>\n<li>enabling and increasing decision-making power<\/li>\n<li>expecting staff to build new relationships (e.g. other business units, senior managers, virtual teams , suppliers, partners, clients\u2026)<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<div class='avia-iframe-wrap'>\n<blockquote class=\"wp-embedded-content\" data-secret=\"LCZ0AdsOZ1\"><p><a href=\"https:\/\/www.targettraining.eu\/8-questions-experiential-training\/\">8 questions about experiential training answered<\/a><\/p><\/blockquote>\n<p><iframe loading=\"lazy\" class=\"wp-embedded-content lazyload\" sandbox=\"allow-scripts\" security=\"restricted\" style=\"position: absolute; clip: rect(1px, 1px, 1px, 1px);\" data-src=\"https:\/\/www.targettraining.eu\/8-questions-experiential-training\/embed\/#?secret=LCZ0AdsOZ1\" data-secret=\"LCZ0AdsOZ1\" width=\"600\" height=\"338\" title=\"&#8220;8 questions about experiential training answered&#8221; &#8212; Target Training GmbH\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\" src=\"data:image\/gif;base64,R0lGODlhAQABAAAAACH5BAEKAAEALAAAAAABAAEAAAICTAEAOw==\" data-load-mode=\"1\"><\/iframe><\/div>\n<h3><strong>Be prepared to accept a compromise between optimal efficiency and developmental opportunities<\/strong><\/h3>\n<p>You can expect to see specific requests upwards, where an employee is keen to get involved in a challenging project specifically to build their skills. Naturally they won\u2019t be as effective or efficient as somebody who can already perform this role \u2013 so look at it as a learning and development initiative rather than just a question of resources.<\/p>\n<h3><strong>Engage with internal and external trainers and training providers early on <\/strong><\/h3>\n<p>Discuss how to connect the dots between on-the-job, social and formal learning<strong>.<\/strong> The goal is to identify critical skills and behaviours and then look at building and reinforcing these using all options.<\/p>\n<h3><strong>Coaching and mentoring<\/strong><\/h3>\n<p>These are great ways of integrating social learning into a traditional program. Although the two terms are often used interchangeably, and both draw on a similar skill set I\u2019d argue there are differences. For me mentoring is deliberately connecting an experienced person (the mentor) with a less experienced one (the mentee). The mentor could be a colleague, a manager, or the line manager. The mentor then tutors, shares experiences, models, counsels and offers feedback.\u00a0 Coaching does not necessarily imply directly related experience, tends to be less directive, and is aimed at improving performance in specific areas.\u00a0 Regardless of how you define them, both approaches have a lot to offer.<\/p>\n<h3><strong>When it comes to traditional training the key is early and explicit management involvement<\/strong><\/h3>\n<p>The single most powerful step a manager can take is to clearly explain to their staff\u00a0 why the training is relevant to the business and that there are clear expectations. This simple step drives motivation, participation and transfer. This transfer is crucial and I\u2019d suggest that any traditional formal training has to integrate a transfer plan. In this simple document the employees are challenged to consider how they will actually transfer the learning into their workplace, when they\u2019ll do this, who else needs to be involved and how will they know when they have achieved this.<\/p>\n<div  class='hr av-qf25ng-e22faff1efe19bb0b57a8d36df6c0400 hr-default  avia-builder-el-0  avia-builder-el-no-sibling '><span class='hr-inner '><span class=\"hr-inner-style\"><\/span><\/span><\/div>\n<h2>FOR MORE INFORMATION<\/h2>\n<div class='avia-iframe-wrap'>\n<blockquote class=\"wp-embedded-content\" data-secret=\"yuoqlTMEKT\"><p><a href=\"https:\/\/www.targettraining.eu\/70-20-10-model-transfer-business-english\/\">70-20-10 Model: Does it transfer to Business English training?<\/a><\/p><\/blockquote>\n<p><iframe loading=\"lazy\" class=\"wp-embedded-content lazyload\" sandbox=\"allow-scripts\" security=\"restricted\" style=\"position: absolute; clip: rect(1px, 1px, 1px, 1px);\" data-src=\"https:\/\/www.targettraining.eu\/70-20-10-model-transfer-business-english\/embed\/#?secret=yuoqlTMEKT\" data-secret=\"yuoqlTMEKT\" width=\"600\" height=\"338\" title=\"&#8220;70-20-10 Model: Does it transfer to Business English training?&#8221; &#8212; Target Training GmbH\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\" src=\"data:image\/gif;base64,R0lGODlhAQABAAAAACH5BAEKAAEALAAAAAABAAEAAAICTAEAOw==\" data-load-mode=\"1\"><\/iframe><\/div>\n<div class='avia-iframe-wrap'>\n<blockquote class=\"wp-embedded-content\" data-secret=\"J4Ws84Jz8e\"><p><a href=\"https:\/\/www.targettraining.eu\/70-20-10-model-must-apply-business-english\/\">70-20-10 model: Why we MUST apply it to Business English training<\/a><\/p><\/blockquote>\n<p><iframe loading=\"lazy\" class=\"wp-embedded-content lazyload\" sandbox=\"allow-scripts\" security=\"restricted\" style=\"position: absolute; clip: rect(1px, 1px, 1px, 1px);\" data-src=\"https:\/\/www.targettraining.eu\/70-20-10-model-must-apply-business-english\/embed\/#?secret=J4Ws84Jz8e\" data-secret=\"J4Ws84Jz8e\" width=\"600\" height=\"338\" title=\"&#8220;70-20-10 model: Why we MUST apply it to Business English training&#8221; &#8212; Target Training GmbH\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\" src=\"data:image\/gif;base64,R0lGODlhAQABAAAAACH5BAEKAAEALAAAAAABAAEAAAICTAEAOw==\" data-load-mode=\"1\"><\/iframe><\/div>\n","protected":false},"excerpt":{"rendered":"<p>The 70-20-10 model has proven to positively impact organisations in enhancing learning and development programs. Based on what we\u2019ve seen our clients do, and what we\u2019ve tried ourselves, here are some concrete and practical ways to begin implementing the 70-20-10 model in your organization.<\/p>\n","protected":false},"author":5,"featured_media":13854,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"categories":[254],"tags":[456,144,145],"class_list":["post-15452","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-methods-tools","tag-70-20-10","tag-hr","tag-ld"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v23.6 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Practical advice on implementing the 70-20-10 model | Target Training GmbH<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.targettraining.eu\/de\/practical-advice-implementing-70-20-10-model\/\" \/>\n<meta property=\"og:locale\" content=\"de_DE\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Practical advice on implementing the 70-20-10 model | Target Training GmbH\" \/>\n<meta property=\"og:description\" content=\"The 70-20-10 model has proven to positively impact organisations in enhancing learning and development programs. 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