Laura Overton presented these slides at a workshop facilitated by the Corporate Learning Consortium on 21 April 2016.
Towards Maturity have been able to explore existing data gathered in the 2015 Benchmark to understand the extent to which the 70:20:10 framework is being considered in current L&D thinking and the extent that the tactics within the framework are being implemented. We have been able to share the findings publically, thanks to Towards Maturity’s Ambassadors - the Corporate Learning Consortium and Docebo.
Download the full report: http://www.towardsmaturity.org/in-focus/2016/702010
8. 47%of L&D believe
their approach is
shaped by
models that
directly support
learning in the
flow of work
102070Workflow Social Formal
9. Today’s L&D leaders want to deliver high performance
80% want to drive
business innovation
94% want to improve productivity
85% want to improve
organisational performance
91% want to speed up the
implementation of new processes
96% want to encourage
sharing of good practice
13. 4x as likely to report that they are
responding faster to business change
3x more likely to report an
improvement in staff motivation
(27% vs 8%)
(35% vs 19%)
2x more likely to report
increases in productivity
(30% vs 7%)
Those
implementing
70:20:10
report better
results than
those who
are not
FACT:
15. 102070Workflow Social Formal
Workflow index Social index Formal index
We found balanced activities across all of the 3 areas, even
in those not implementing 70:20:10
Implementing 70:20:10 Not Implementing
16. Success is a matter of balance – in achieving the
optimum blend
102070Workflow Social Formal
Success
23. Formal
learning is
not dead, but
we need to
breath new
life into it
FACT:
How does
formal learning
need to change?
24. Formal
learning is
not dead, but
we need to
breath new
life into it
FACT:
7x as likely to apply spaced
learning to aid retention
3x as likely to use performance
support to transfer learning
2x as likely to use storytelling
2x as likely to use micro-content
34. The Evidence Behind the Numbers
@LauraOverton
70+20+10=100
Download the report: www.towardsmaturity.org/in-focus/2016/702010
35. ABOUT US
Towards Maturity is a benchmarking practice that provides authoritative
research and expert consultancy services to help assess and improve the
effectiveness and consistency of L&D performance within organisations. It
leverages the data gathered from the largest learning and development
benchmark in Europe.
Download our case studies to support your business case for change at:
www.towardsmaturity.org
Find out your own Towards Maturity Index™ to see if you are amongst the top
learning companies at: www.towardsmaturity.org/mybenchmark
Editor's Notes
The 70:20:10 framework is based on original research exploring how managers learned how to do their jobs by Lombardo & Eichinger: The Career Architect Development Planner 1996.
Silver bullet solutions generate their followers and their sceptics.
They generate hope and scepticism from both camps.
They generate myths vs reality.
Towards Maturity have been able to explore existing data gathered in the 2015 Benchmark to understand the extent to which the 70:20:10 framework is being considered in current L&D thinking and the extent that the tactics within the framework are being implemented. We have been able to share the findings publically, thanks to Towards Maturity’s Ambassadors - the Corporate Learning Consortium and Docebo.
Practical tactics from within the 70:20:10 framework have been embedded within the Towards Maturity Framework for a number of years. As a result, we first started to identify that high performing teams were more likely to be employing strategies aligned to 70:20:10 back in our 2011 Towards Maturity Benchmark report, Boosting Business Agility. http://www.towardsmaturity.org/article/2011/05/27/towards-maturity-2011-benchmark-study/.
We wanted to explore this by introducing 3 new benchmark indices to reflect on the extent to which organisations were implementing 70:20:10. The workflow index, the social index and the formal index. These indices measure targeted L&D actions in each area and intentionally DO NOT measure proportion of activity in each area. However if the numbers really matter, we would expect the indices of the workflow and social practices to be much higher than the indices measuring formal.
The findings show that one index is not more likely than another to influence success. Those in the top quartile of each index were twice as likely to report that they have improved culture, business responsiveness, productivity and engagement.
Those using models like 70:20:10 balance 3 areas of activity:
2x more likely to agree that coaching and mentoring is an active part of work culture (51% vs 25%)
2x more likely to agree they help individuals locate in-house experts (50% vs 24%)
8x more likely to agree that they encourage staff to solve problems together using online social media tools (16% vs 2%)
The Top Deck are:
4x more likely to provide staff with access to job aids (40% vs 10%)
4x more likely to encourage managers to actively support learning (23% vs 6%)
11x more likely to help staff find what they need through content curation (22% vs 2%)
Those using new models of learning are more likely to use a variety of technology tools to support their goals including enterprise wide information sharing systems such as SharePoint (81% vs 60%), online job aids (78% vs 65%), or performance support tools (45% vs 24%)
Those that are applying new models of learning are twice as likely to agree that they have commitment of senior managers:
50% Senior managers demonstrate a commitment to learning (26%)
46% Our top managers are involved in promoting learning (26%)
30% Our top managers are seen to use learning technologies (15%)
The top performing organisations in the Towards Maturity Benchmark are defined by their Towards Maturity Index. The Top Deck are in the top 10% of the index. They are also doing so much more:
82% of them actively encourage staff to take on new work experiences
3x more likely to agree that staff can work productively together