As specialists in learning and development, we always want our development programmes to be successful and to demonstrate real value to both the participants and their organisation, with a clear return on investment.\u00a0 Its important to us that our learners are able to apply their new skills, behaviours and mindsets back in the workplace to enhance their own and the business’ performance.<\/p>\n
In order to achieve this, we leverage the 70:20:10 model illustrated below in our programme design.\u00a0 This is a well-known, proven framework that demonstrates how individuals learn and expand their capability in practice.\u00a0 We apply this model at both a \u2018macro\u2019 and \u2018micro\u2019 level, therefore doubling the opportunity for the learning to \u2018stick\u2019.<\/p>\n
The 70:20:10 model outlines the percentage of impact the learning method has on a participant, meaning 70% of learning occurs from an experience through to 10% of learning occurring through formal input.\u00a0 As you may have noticed, I have deliberately avoided using the term \u2018training\u2019, because formal training sits within the 10% \u2018learning through input\u2019 part of the model, and should be viewed as just one element of the learning proposition for participants to truly make an impact on growth, skills, knowledge, behaviour and mindset change.<\/p>\n
What’s meant by a \u2018macro<\/em>\u2019 and \u2018micro\u2019<\/em> level approach to the 70:20:10 model?<\/strong><\/p>\n As we begin to design a development programme, we initially look at the \u2018macro<\/em>\u2019 level below, thinking about the whole journey of learning, ensuring we have multiple blends of facilitator led input, self-directed learning, coach\/mentoring and or action learning groups along with real life business projects, presentations, or case studies.\u00a0 This provides full coverage of the 70:20:10 model over a period of time, giving the learner the space and opportunity to experience, reflect and apply the development, practicing and refining in a continuous cycle.<\/p>\n We then seek to apply this approach on a \u2018micro<\/em>\u2019 level during the immersive development phase of the learning journey during each module\/workshop – and often within each facilitator led learning session.<\/p>\n To achieve this, we typically phase the learning proposition in three key stages:<\/p>\n Stage 1 – \u2018Development Priming\u2019 <\/strong><\/p>\n We want to set learners up for success and we strongly recommend an initial period of time to prime participants for the development journey ahead, particularly if it\u2019s a significant programme extending over six months.<\/p>\n Basically, it\u2019s about ensuring the participants fully understand their development needs and why they have been invited to participate in a learning programme.\u00a0 It gives the individual the opportunity to determine if it\u2019s the right time to participate in a lengthy development programme and\/or start to think about their learning goals, understand the commitments required for the terrain ahead, and perhaps complete self-reflection assessments or psychometrics in preparation.<\/p>\n It also enables people leaders to be fully engaged and on-board to provide continuous support and create space, feedback, and opportunities to practice and embed the learning.<\/p>\n By having this initial period of development priming, it sets the individual up for success, reassures them they have the support and time to focus on their learning, giving them greater confidence at the beginning and throughout their learning journey.\u00a0 It also helps organisations create a stronger \u2018learning culture\u2019, demonstrating the importance of developing others, often leading to employee retention, attraction, organisation reputation and brand.<\/p>\n Stage 2 – Immersive Development<\/strong><\/p>\n We want our learners to have a great development experience; something that really appeals to their own preferred learning styles, sharing great models, practical tools and concepts through facilitator led input sessions, having the opportunity to test them out and experiment in a safe learning environment.\u00a0 This is what we call \u2018immersive development\u2019<\/em>, which we deliver through a range of face to face or remote modules, depending on the client\u2019s needs or the learners\u2019 geographic locations.\u00a0 During these sessions, we leverage the micro\u00a0level 70:20:10 blended learning model by a range of facilitated learning input (10%), give participants the opportunity to learn through others (20%) through group, peer discussions, action learning and reflection and then participate in experiential learning activities leveraging cases studies, practical exercises or scenarios to help bring the learning to life (70%).<\/p>\n Stage 3 – Embedding and Review<\/strong><\/p>\n This is the final stage of the macro a<\/em>pplication of the blended learning model and has many benefits, in particular the embedding of learning back into the workplace, forming new ways of working and behaviours, resulting in a shift forward, growth and enhanced performance.<\/p>\n How often have you decided on a New Year resolution to eat less or exercise more and then find you have reverted to your normal habits less than two weeks later? \u00a0This is because adopting new ways of operating, changing behaviours and mindsets is really challenging and takes continued practice, application, and review to truly make it stick.<\/p>\n We recommend a blend of activities within this stage:<\/p>\n In short, our secret is simple: set participants up for success by development priming and providing a blended learning development experience that enables deeper capability, behaviour and mindset growth for your people and organisation.<\/p>\n","protected":false},"excerpt":{"rendered":" Why do we say it has to be ‘blended\u2019?<\/p>\n","protected":false},"featured_media":21740,"parent":0,"menu_order":0,"template":"","format":"standard","meta":{"_acf_changed":false},"practices":[67],"industries":[],"capabilities":[110],"class_list":["post-22331","blog","type-blog","status-publish","format-standard","has-post-thumbnail","hentry"],"acf":[],"yoast_head":"\n\n
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