Watch our Continuous Learning on the Job video ➤ bit.ly/3yD5lCP
@SharonGil-hopejoy
11 жыл бұрын
I totally agree - especially the argument that you can not and should not manage the informal workplace learning - just help facilitate it. This will definitely help me get this across to my boss (CTO) Thanks
@christiandilizia9038
10 жыл бұрын
Part of my CPD was "I want to learn more on 70:20:10". This video is just the perfect way to start with.
@SteveDineenatFuse
11 жыл бұрын
Charles, since we did this video together I think both of our thinking has moved on. 702010 is a great concept to accept learning needs to change and be more holistic but one of the things that has become evident is the need to modify the focus of different business outcomes with different weighting on formal/social/workplace. Compliance education will likely remain formal whilst procedural knowledge will lean heavily towards workplace with leadership needing more social interventions
@sarahjones8096
10 жыл бұрын
This is one of my favourite clips for helping explain the 70:20:10 to those not familiar with it.
@cultureofus
12 жыл бұрын
This is a really good and concise overview of 70:20:10 and informal learning. Great stuff.
@johnpurcell648
9 жыл бұрын
Although it is quite silent on the role of feedback in the 20% I think this is a brilliant introduction to 70 20 10, thank you
@plastecon
11 ай бұрын
Great Video. Excellent explanations by using graphics tool. Thank you
@marjoleincooijman325
8 жыл бұрын
Very useful and interesting! Thanks for sharing this.
@lucianass63
11 жыл бұрын
Great video. I am using it to explain that Capacity Development (in the context of AID) is much more than training. It also fits nicely with another passion of mine: social media for learning. Thanks!
@prometheusxvii1761
11 жыл бұрын
Great video which frames some of the work we've been doing in the business. Thanks for making it so clear. I'm sure 70:20:10 isn't concrete but is great for conceptualising the shift away from formal training.
@stephaniehopper7397
11 жыл бұрын
Great video Charles! Steph
@leadgreatmeetings
13 жыл бұрын
well done. one of the best explanations of the model I've seen. Byron Van Arsdale
@pr4442
7 жыл бұрын
Good content and well presented.
@TimRuijters
11 жыл бұрын
Great video! I still find it difficult to convince management to adopt/ invest in 70:20:10. Which companies have adopted 70:20:10? I would like to hear a CEO speak about why his company adopted 70:20:10.
@jchjennings
11 жыл бұрын
Thanks, Steph
@endahsufianawati9739
3 жыл бұрын
Good luck👍
@stevencamilleri3196
7 жыл бұрын
70:20:10 That's so right
@nabomitamazumdar_smiles
11 жыл бұрын
Thankyou @Charles ! Loved the way you put the presentation together
@MohamedAmmar
8 жыл бұрын
very helpful Thank you
@jchjennings
7 жыл бұрын
I'm pleased you found it helpful, Mohamed.
@surajshakya7293
9 жыл бұрын
wow so good
@TomKahl
12 жыл бұрын
Brilliant Video Charles!
@digitaltransformation3949
6 жыл бұрын
This video is brilliant. Two questions if I may: 1) I understand the concept of moving from pushing content to people to having useful resources for them to pull, but how does that work when organisationally you’ve made a strategic choice that people should be more digital or data skilled, so you need to create the awareness and interest in something that they might not necessarily care about it might not be clear how it helps them with their performance today, so they are unlikely to ‘pull’. I’m keen my company avoids a situation of simply creating lots of e-learning about these topics that isn’t useful to anyone. 2) where do the useful resources (eg checklists, videos, how to guides) that people might pull sit in the 70, 20, 10 model as they are not experiences (70), social sharing (20), or formal courses (10). I need to visually represent these concepts (70,20,10 and resources) together and I’m struggling. Thank you
@jchjennings
6 жыл бұрын
1) Without context, any learning is, at best, marginally useful. If you need to create awareness of doing things in new and better ways (such as moving to digital mindsets and utilising the new models that digital brings), then the best strategy may be to 'push'. However, your internal communications and marketing departments are far better placed to plan and execute a push strategy for this than your HR/L&D departments. It's a communication challenge that isn't best solved by training. Move from courses to campaigns. 2) Resources such as checklists and other performance support tools are part of the '70'. The '70' includes a wide range of activities and resources that are focused not on learning, but on getting the job done. '70' resources include support materials and tools, information resources, challenges and other activities. At the 70:20:10 institute we have a range of toolboxes to help when designing 70:20:10 solutions.
@digitaltransformation3949
6 жыл бұрын
Charles Jennings thanks Charles, Really helpful. Do you see a role for things like events (engaging speakers presenting on topics) and organisational or department town halls in a learning campaign? Are these part of that ‘70’ even though by there very nature people need to stand up and move away from their day job to attend an event? I love the concept of courses to campaigns but struggling to conceptualise where such things fit in, even though people can learn from these and the ‘feel’ campaign like in nature
@jchjennings
5 жыл бұрын
@@digitaltransformation3949 Apologies for the late reply. There is certainly a role for these activities in a campaign. Anything that will help people develop new and better ways of doing their work, delivering on their objectives, maintaining engagement and enjoying the benefits of continuous improvement. is worth focusing on. There is a whitepaper I wrote together with the Head of Talent and Learning at Citibank on the 70:20:10 Institute website which explains how Citi been using practical approaches to move from courses to campaigns. For instance, their '30-day challenge' is well worth replicating. Citi also used engaging and inspirational speakers in its #BEMORE campaign - all documented in the whitepaper.
@FransKnoben
9 жыл бұрын
het nieuwe leren: in de praktijk. In combinatie met nieuwsgierigheid het meest effectief.
@ishd24
11 жыл бұрын
Great video!! btw - what software did you use to create this video?
@wonderpeter5231
5 жыл бұрын
Imagine the implication this has on education as a whole. Whooo, we are in for a change...
@jchjennings
5 жыл бұрын
We certainly are ...
@georgeabedrabbo9586
6 жыл бұрын
Interesting concept, and i do agree that the best way of learning is by doing. However, what evidence is out there to support that 70% (more or less) of the learning is gained through experience, why not 50% or 80%? My challenge to this concept as well is that the employee needs information/knowledge to apply during the experience or on the job. Is the 10% really enough? This is normally delivered by trainings, articles, online content... take for an example an accountant, they need to have formal education/learning to practice before they start working. Even if you look at roles that do not require educational requirements, such as a sales rep, they need to be exposed to content to familiarize them with the products/services they are selling, learn sales routines and how to handle objections. Of course, a saleperson can watch and observe a peer or a manager handling a customer, nevertheless,one would not expect them to have a memory of the whole conversation or the content. In my opinion, technology helps us bridge this knowledge gap by providing employees with the tools and resources to search and look for content. As such, companies will still need to invest in providing learning content to their employees that enables them to do their jobs. I am not sure what are you thoughts on this.
@johnpurcell648
9 жыл бұрын
Hi John, as promised
@lucianegiroto4636
8 жыл бұрын
Amazing video but I am Brazilian . Does anyone have this video with subtitles in Portuguese? Please!!!
@jchjennings
8 жыл бұрын
You're very welcome to translate/subtitle it, Luciane.
@NIJulioDArbelles
9 жыл бұрын
Dears All: We need this video with subtitule in spanish.
@DarPaC1
8 жыл бұрын
Hi, I'm trying to understand how we facilitate the 70 part of the learning journey. We can support the 20 by providing resources, time and a variety of channels but as it's "informal" how do check that these opportunities are being taken and that the "on the job" experiential learning is then actually happening?
@jchjennings
8 жыл бұрын
Facilitating the '70' can be done in many ways. It usually involves team leaders and managers. It's often not a 'quick fix' but more akin to a larger change process. As team leaders and managers have greater opportunities to direct work that leads to '70' learning, they need to understand their responsibility for doing this as part of their daily work. In today's world, managers cannot view developing their people as a trade-off against 'operational excellence' (hitting their objectives). They must focus on balancing both. HR and L&D professionals have a role to play, especially by working with team leaders and managers and providing them with the techniques and tools to help them become better 'developers of people'. Regarding your question on ' how do check that these opportunities are being taken and that the "on the job" experiential learning is then actually happening' - This can be pretty straightforward. Regular targeted staff surveys will help. Analysis of performance review data and matching that with survey data provides more insight..... there are many approaches. As with all typed of learning activities, 'informal' learning can only really be assessed by analysing behaviour change and performance improvement.
@jchjennings
6 жыл бұрын
The best way to do this is to focus on opportunities to build performance. '70' is part of a 'learning journey' only in that working and work experiences have the potential to create learning. You create opportunities for learning through working by challenging people with difficult tasks, stretch assignments and other work. Once you do this, you don't need to 'check that these opportunities are taken'. Learning will happen.
@fuseuniversal
3 жыл бұрын
How to accelerate sales growth - AVON I Fuse Case Study ➤ bit.ly/3lrHDTn
@rodolforupp292
6 жыл бұрын
I wonder if you've ever dreamed this could be applied in school. I'm guessing that you have. What did it look like in a school environment, in your wildest dreams?
@jchjennings
6 жыл бұрын
Schooling is structured around the '10' to a great extent, so the best we can do to apply the 70:20:10 approach is probably mostly '10+' - that's where someone is structuring the environment with a learning outcome in mind. 70:20:10 is best applied where the focus is on delivering organisational results and where the learning element is an 'intelligent by-product'.
@marcelavera5643
8 жыл бұрын
Hola, me interesa... hay con subtítulos en español? gracias!!
@jchjennings
8 жыл бұрын
You are welcome to sub-title it in Spanish, Marcela. Usted es bienvenido a subtitular en español, Marcela.
@marcelavera5643
8 жыл бұрын
Hola ! Charles, deseo poder aplicar la metodología 70:20:10 . Soy de Argentina, deseo conocer si en este país existe alguna entidad que esté con uds relacionada en la traducción de su material. muchas gracias
@malozijo
11 жыл бұрын
What is it about L&D that we love to latch on to these bite size pop stats to explain why we do what we do or why we should change what we do. It's all way too superficial and self-serving to be taken seriously by serious business people. Used to be about informal learning (was it 80%) - in what research context were these data gathered? Btw, Knowles was taking about self-direct learning 25 years ago so thats no news. The previous post re context and learning carries far more weight.
@zerge69
5 жыл бұрын
Saying 70-20-10 is just another way of saying "a lot"-"not that much"-"very little". They are not actual statistics.
@vandammedirk4488
3 жыл бұрын
To mister Jennings: you speak about a lot of research: I don't know any research about this principle of 70-20-10 . I like to know which actual evidence based research you're talking about :-)
@sophiecooper8365
3 жыл бұрын
Great video but it would be awesome to see more diversity with your 'characters' in your videos
@dezsocsajagi9132
4 жыл бұрын
I do not want to doubt any person who spent 40+ years with teaching. Respect.However I am afraid that 702010 stays a new buzzword. I can not remember how many times have I heard 20 years ago that people remember 50:30:20 (visual/tonal/contextiual) and other figures (btw: never mentioned the source and the ways of experiments, etc.) I think every human is different. One teaching methods is good for someone, but simply does'nt fit to others.There are things (and persons) who can be very easily "copied", like all kids do when they are learning incredibly fast their mother tongue or movements. Abstract things are far more complex, like math, programming and transactions in SAP, just as examples. The main thing that never give up learning. Learnig by doing, yes, you do not have enough time to go to courses and many times it is not allowed as well.
@majedoman
11 жыл бұрын
but if they don't know that they have a problem to solve :) !!
@liesbethmieras2668
4 жыл бұрын
why do all these managers look the same?
@meteora8888
5 жыл бұрын
It's ALL about cost. Just an excuse to cut investment in staff and shift responsibility on staff. The environment needed is one where staff are supported to learn which means FAILING and making mistakes. This in reality is NOT how businesses are run. If 70 20 10 is so much better or effective, does that mean formal schooling is to be changed also? The formal training is important to understand the theory behind something not just the act of doing something. Without that understanding of WHY, staff are nothing more than mindless robots.
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