Think about how you've learned any skill like cooking or driving or even learning design. Did you learn any of these skills by only going to a training or certification program? If you look back to the skill development process, you will find that you gain maximum learning on any of these skills by hands on application on the job. Another important chunk of the learning would have been gained by observing or learning from experts and interacting with peers. And of course, a training program or a course would have helped you develop foundational knowledge and preliminary skill on these topics. This, in fact, is a proven principle of how learning takes place.

70% Of learning is experiential and happens on the job 20% of learning is social and happens through working and talking with peers and experts. While 10% of learning is formal, and happen through structured courses and programs, while the 70 2010 ratios are flexible, and relative to different organizational contexts, the important factors a very small component of learning is accomplished through structured training. Interestingly, most organizational l&d effort is spent on enabling this component, while the on the job and social learning components are either left unsupported or paid little attention to. organizations that have a heavy bias or dependence on the formal training component tend to incorporate every learning goal into structured training, which results in the following challenges. High training duration, leading to business productivity loss, cognitive overload, leading to poor success rates. On the other hand, the 72 2010 model is naturally built for learning goals to be spread across different modes of on the job social and formal.

This enables the following continuous learning embedded into work and learning culture. enjoy learning. Not all competencies are equal or need formal training. Different competencies can be learned simultaneously utilizing appropriate strategies and modes. Learning pool learning naturally occurs along the 70 2010 continuum. And l&d strategy designed on this model, draws in learners boosts learning effectiveness and results.

Therefore, a 70 2010 learning strategy enables l&d to deliver on the two crucial digital transformation as a joyful and simultaneous learning heads to match the digital pace. continuous learning model delivers beyond skill development by embedding in the workflow and culture to enable quick performance outcomes. Over the next few minutes, I will walk you through how you can pull together a 70 2010 learning and development strategy to achieve these results.