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Getting started with the 702010 model for trainers

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Sprout Labs
Sprout Labs

At Sprout Labs we often hear L&D people talk about one of the barriers to applying the 70:20:10 model is training providers who don't use or apply the model effectively. One of the great things about 70:20:10 is its flexibility. Some people see the model as being about non-training approaches. But there are times when a business needs to introduce new practices and approaches and may engage external providers to help generate this change. Trainers can use the 70:20:10 model to more effectively drive change and get better outcomes from their programs.

Business
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Sprout Lab works with organisations to design learning ecosystems that accelerate expertise
What we do
• How to use the 70:20:10 model to achieve real behavior change in the workplace • How to integrate online social learning into programs • How to design the “70” in the 70:20:10 model We will discuss …
70% of learning occurs as people engage in informal learning processes such as watching others, participating in workplace routines and undertaking challenging tasks 20% arises from mentoring and coaching (mostly from a manager or supervisor) 10% is the result of formal courses and reading
It’s the natural way to learn
It’s a recipe NOT a formula
People Processes Infrastructure The new mantra for L&D is capability development
Working beyond courses
More moving parts
Consultants, where training is only a part of what they do, often work this way naturally
One of the biggest barriers is time and cost
The conversation at the start needs to be different
Mindsets Knowledge Skills Processes Measurement Infrastructure Based on Paul Matthews approach
Implementation = Motivation x Accountability x Visibility x Follow-up Jack Zenger, Joe Folkman and Bob Sherwin
Designing for accountability
Put evaluation first - think about impact
Impact conversation What is the business outcome for this learning program? How will this learning program change your performance? How does it affect the wider team? What help do you need from me? A conversation between a manager and employee before and after an event
70:20:10
Managers as learning leaders
Coaching skills Community of Practice Workplace learning guide Provides suggestions for activities Provides coaching questions
Activating learning with the 70:20:10 blended learning Visibility and follow-up
1. Supporting transfer
Learning experience Follow up Set up Follow up Follow up Workplace
Follow up Action plans Reminders Workplace tasks Assessment Parallel practice Shadowing Interview Review Mirroring Mentoring Exchanges
Follow up Digital Learning 70-20 Axonify Glasshouse
Follow up Digital Learning In learning management systems the same features that are used for sending reminders about compliance training could be used for learning transfer Email automation software – e.g. MailChimp
2. Spaced
Follow up Workplace Follow up Workplace Set up Learning experience Learning experience Learning experience Learning experience
Mobile apps and mobile sites Podcasts Virtual Classrooms Group coaching Learning logs/Journals Learning experience Learning experience Learning experience Learning experience
Humans are social All learning is social
The hierarchy of presence F2F Virtual classroom - voice Discussions - text
Ideas Communities of practice – as the learning experience Start programs with online discussions – don’t add them after an event Build work-out-loud circles
Virtual classrooms Simple for a face to face facilitator to get started with 15 people or less They are also a great way to do group coaching
We really want use some online social learning in this program
Designing the 70
Two timeless ways to learn that are 70:20:10 learning models
Project based learning Apprenticeships Participants have to actually DO something Trainer scaffolds and supports the process Trainer becomes coach Focused on outcomes and assessment
Each week I spend a few hours focused on talking with people who have been to our webinars. If you are interested in having a chat about improving your learning and capability development programs my contact information is below. Dr Robin Petterd M: +61 419 101 928 E: robin@sproutlabs.com.au

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Getting started with the 702010 model for trainers

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