How do your employees learn?

With new realities learning has moved beyond the confines of classical instructor-led training, and has found its way into new channels: peer-to-peer learning, social learning, blended learning, bite-sized learning, on-the-job learning, etc.

Today’s employees are overwhelmed with information, distracted by tools and applications, and are more and more impatient. Flexibility in where and how they learn is increasingly important. Today’s learner wants to learn from his peers as much as from experts and is taking more control over his own development path.

How do we give them what they want?

Make sure to have learning in place, covering different learning formats, as suggested by the 70:20:10 model for learning and development, created by McCall, Lombardo and Eichinger in the 80’s.

It holds that individuals obtain 70 percent of their knowledge from job-related experiences, 20 percent from interactions with others, and 10 percent from formal educational events.

Break it down

The model says that hands-on experience (the 70 percent) enables employees to discover and refine their job-related skills, make decisions, address challenges and interact with bosses and mentors within work settings. It facilitates learning from mistakes and receiving immediate feedback on performance.

Employees learn from others (the 20 percent) through a variety of activities: social learning, coaching, mentoring, collaborative learning and other methods of interaction with peers. Encouragement and feedback are prime benefits of this valuable learning approach.

The formula holds that only 10 percent of professional development optimally comes from formal traditional courseware instruction and other educational events.

These % are not a mantra, but they do indicate that we need to adapt our learning environments to a new world, in which peers gain importance. Call it the ‘uberisation’ of learning or your ‘learning trip advisor’.

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