Demystifying Learning Models: A Guide to Building a Thriving Learning Culture
Have you ever wondered how successful professionals acquire their skills? The truth is, learning happens everywhere, not just in classrooms. Today, let’s look at two popular learning models and how you can leverage and adapt them to create a robust learning culture within your organization.
I appreciate a great model/framework, especially a flexible one that can be tailored to specific needs. Let's dig in.
The 70-20-10 Model
According to experts at the Center for Creative Leadership, the 70/20/10 model outlines how individuals learn and enhance their skills on the job:
Why It Matters: Adapting to Individual Needs
While the 70/20/10 model provides a useful guideline, it doesn’t have to be a rigid formula. The ratios can and should vary. As Tom Whelan, PhD, and Training Industry suggest, “There is no single ratio of learning sources that is best for everyone.”
Beyond 70-20-10: The OSF Framework
Training Industry and author Tom Whelan, PhD, suggest the OSF model (On-the-job, Social, Formal) as a more adaptable approach. It emphasizes the importance of all three learning sources while acknowledging the variability in ideal ratios. The beauty of this model lies in its flexibility based on the role, individual, and company needs.
Situationally, different types of learning are more appropriate.?
Consider an airline pilot. Would you want a pilot to learn to fly a plane from a textbook or friends or through experience with a qualified instructor? I know what I prefer.?
We certainly don’t want to shy away from classroom / formal training. Formal training is easier to control and ensures that essential knowledge is disseminated throughout the organization, enhancing social and on-the-job learning.
Visualizing a Learning Ecosystem
Imagine a vibrant ecosystem where learning thrives at every level
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Here's a breakdown of what a learning ecosphere might look like in your organization:
Learning for All
Manager and Leader Development:
Senior Leaders, Emerging Talent, Executive Development:
The key takeaways
The bottom line
By understanding frameworks like 70-20-10 and OSF, and by fostering a diverse learning ecosphere, you can empower your employees to thrive.
What framework do you prefer? How do you approach different types of learning?
Co-founder and CEO at Skysthelimit.org | Building the on-ramp to entrepreneurship for small businesses
8 个月That sounds like an insightful article! Thank you for sharing Jennifer!
Coach for Extraordinary First 100 Days Transitions, Building High-Performing Teams, Nudging Cultures
10 个月Great post, Jennifer Zimmerman. I like the emphasis on experiential learning over classroom learning. To that point, I think Op Reviews, done right, can be one of those experiential learning options. In this post, I talk about how dojo-like Op Reviews imbued with "co-opetition" can create a powerful learning ground. https://www.dhirubhai.net/pulse/answering-call-generosity-gene-getting-better-developing-dennis-adsit/
Love this! On-the-job experiences, indeed, should get the highest percentage when it comes to learning. As you will understand better and know the process once you are already doing it. But yes, formal learning and social learning are both still important to have too.
Enjoyed the read Jennifer Zimmerman ?? ! Incorporating gamification, like with the UJJI app, could seamlessly blend with the 70-20-10 model, merging hands-on experiences with engagement. It's exciting to see how technology can enhance traditional learning approaches.
? Senior Manager of Workforce Development; Senior Manager of Learning and Development ? Creates, designs, and executes impactful and innovative learning programs that drive future organizational growth ?
10 个月Jennifer Zimmerman - such great insights here! I love the analogy about a pilot learning how to fly a plane! I was actually with my daughter today walking through her school where she is doing her pre med work and the person we were with was talking about doing “flipped learning” - where learners study and also use their learnings real time then come to class to talk about what issues and challenges came up with implementing what they learned (a learning method we used at Medtronic quite a bit as well). I was so pleased to see they were teaching future healthcare professionals using this learning methodology!