70/20/10 goes social
At PA, we try not to take ourselves too seriously. What we do take extremely seriously, however, is the development of our talented people.
We are currently running a year-long development programme for high-potential individuals in our mid-career rank . These individuals in many ways represent the future of the firm, and the programme provides a wide range of development opportunities to:
- enhance their learning
- enable reflection on skills they need to develop
- enable planning for the development of qualities to strive for as they take on formal and informal leadership roles.
The golden ratio
As all of us in L&D know we need to make the 70/20/10 principle live in our programmes;
- 70% day to day experiences - operating workstreams in consulting assignments
- 20% hearing from and working with others who have related work with experiences to share, and;
- 10% the formal training situations that have been our traditional milieu
Over the last 15 years of working in developing others, I have seen how professional learning is evolving, and I believe that the future is a different ‘flavour of the 20’, shaped significantly by social and collaborative learning to include;
- Learning via colleagues, through knowledge sharing on formal and informal internal social networks
- Learning via connections, through individuals reaching out to their networks outside of their own organisation, enabled by professional social networks
- Direct learning from influential thinkers, discovered via social media analytics and leveraged via social channels.
The value drivers evident in professional use of social media will drive these 3 learning areas with increasing ease and convenience, and harnessing those value drivers will greatly empower our high-potentials to maximise their impact and opportunity with us.
Time to #ConnectTheDots with #LinkUp
This is where our Strategy and Decision Sciences practice comes in. Over the past few months, we have been unlocking the value of social media by coaching colleagues in the professional use cases for LinkedIn. The outcome of this has been a group of motivated, empowered individuals who have been writing passionately and collaboratively about their interests on LinkedIn Pulse.
Alex Barnett has been leading this work. He commented,
“Social media, has the potential to accelerate an individual’s professional development, if it is harnessed in an considered and deliberate way – our goal is to make LinkedIn a collaborative and inclusive activity”
More to follow…
Over the next few days, you will see some exciting content being published as a result, so please do engage with our candidates – challenge them, question them, help guide their thinking.
I’m interested to hear what you think of this initiative, and from anyone that has encountered similar situations where social media has helped to enhance training and development opportunities.
Building on Elissa Coward I would say that one of the things that L&D professionals need to get comfortable with is that we don't own the learning channels, content or direction any more (if we ever did). Creating environments in which people share what they think is important is where our roles must go. "Let go. Feel the fear. And enjoy it!"
Part Time People Administrator at The Cambridge Building Society
9 年Good stuff Phil. Interesting comment in the LSE presentation Elissa. Personally think that often the perfect outcome is a combination of things, so grey rather than being black or white. If innovation is to have an end product, process must play a part somewhere, or the end product won't be consistently delivered or used. Perhaps this process junkie would phrase it as "process doesn't have to kill innovation" :-)
Founder and UK Country Lead
9 年I like the direction Phil, it's certainly more in sync with the needs of our young leaders and will create space for innovation. I'm thinking back to a presentation last week from Indi Seehra, Director of HR at the London School of Economics in which he suggested "process kills innovation" and that we need a more individualised and "freed-up" approach to developing talent.
Director and co-founder at AxiaOrigin
9 年Martin Knoebel and Irina Ionescu, here is the posting I mentioned
Director and co-founder at AxiaOrigin
9 年Thanks for sharing this Phil Allen - I'd love to know what Elissa Coward access Genevieve Goh think of this following recent postings on talent management. You've also got me thinking about the opportunity to 'flip' accelerated development. Instead of accelerating a few using social value drivers, how can we drive greater impact by accelerating everyone? #can_discuss