What are the best models for creating a culture of continuous learning in your organization?

1 The 70-20-10 model

One of the most widely used models for learning and development is the 70-20-10 model, which suggests that 70% of learning comes from on-the-job experience, 20% from social interactions and feedback, and 10% from formal training and education. This model emphasizes the importance of learning by doing, learning from others, and learning from structured programs. To create a culture of continuous learning based on this model, you need to provide opportunities for your employees to take on challenging tasks, collaborate with peers and mentors, and access relevant and engaging courses and resources.

2 The 5A model

Another model that can help you create a culture of continuous learning is the 5A model, which stands for awareness, alignment, action, assessment, and adaptation. This model describes the process of identifying the learning needs and goals of your organization, aligning them with your vision and strategy, taking action to implement learning initiatives and solutions, assessing the impact and outcomes of learning, and adapting your approach based on feedback and results. To create a culture of continuous learning based on this model, you need to involve your employees in every stage of the learning cycle, and ensure that learning is aligned with your business objectives and values.

3 The 4E model

A third model that can help you create a culture of continuous learning is the 4E model, which stands for exposure, experience, education, and evaluation. This model is similar to the 70-20-10 model, but it adds a fourth element of evaluation, which refers to the systematic measurement and analysis of learning outcomes and impact. This model emphasizes the importance of learning from different sources and methods, and using data and evidence to inform your learning decisions and actions. To create a culture of continuous learning based on this model, you need to offer your employees a variety of learning opportunities and formats, and use tools and metrics to track and evaluate their learning progress and performance.

4 The 3C model

A fourth model that can help you create a culture of continuous learning is the 3C model, which stands for curiosity, challenge, and collaboration. This model focuses on the psychological and social aspects of learning, and how they can influence motivation, engagement, and retention. This model suggests that learning is driven by curiosity, which is the desire to explore and discover new things, challenge, which is the willingness to take risks and overcome obstacles, and collaboration, which is the ability to work with others and learn from their perspectives and feedback. To create a culture of continuous learning based on this model, you need to foster a climate of curiosity, challenge, and collaboration in your organization, and reward and recognize your employees for their learning achievements and contributions.

5 The 2B model

A fifth model that can help you create a culture of continuous learning is the 2B model, which stands for be and become. This model is based on the idea that learning is not only a means to an end, but also an end in itself. This model encourages learners to embrace learning as a part of their identity and purpose, and to pursue learning as a way of becoming who they want to be and achieving their full potential. To create a culture of continuous learning based on this model, you need to help your employees discover and articulate their learning aspirations and passions, and support them in their personal and professional growth and development.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?