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Learning in the workflow: How to support experiential learning with the 70:20:10 learning model
A new report published by Towards Maturity and Charles Jennings breaks down the 70:20:10 learning model to help organizations go beyond your online training platform and support experiential learning, or, learning in the workflow. In the excerpt below, discover how you can support social and informal learning alongside your learning management system (LMS).
Learning in the workflow
At the heart of the 70:20:10 model is the notion that learning through experience as a part of daily work is likely to be the means through which more than two-thirds of the skills and knowledge for that job role are acquired. Those applying new models of learning are not just improving the formal and social learning opportunities but are also more active in facilitating experiential learning. Compared to those not applying new models they are more than four times as likely to agree with the following statements.
- 40% agree that staff in their organisation have access to job aids online or via mobile devices (10% for those not applying new models)
- 23% agree that managers provide active support in application of learning in the workflow (6%)
- 22% say they have content curation strategies in place (to help staff find what they need when they need it) (2%)
The Top Deck provide more evidence on how to actively support learning in the workflow:
- 90% expect managers to take responsibility for developing the skills of their staff (60%)
- 82% actively encourage staff to take on new work experiences as an opportunity to learn (38%)
- 78% encourage staff to learn from their mistakes as well as from others (41%)
Learning professionals can help people to become more self-reliant through ensuring that they have access to a range of systems and resources to support them at work. They need to avoid fostering a culture of dependency through becoming the route – or barrier – to reaching learning resources. Encouraging people to make time to reflect on what has worked well, and what has not, can help to make reflection a valuable part of the daily work habit.
Checklist to support experiential learning
- Are people being encouraged to learn from, and reflect on, their day-to-day experiences?
- Do managers and team leaders take responsibility for helping the development of their staff?
- Do L&D staff members encourage managers and team leaders to support learning through experience?
- Are performance support and job aids being provided by L&D to support workplace activities?
- Do people have easy access to learning resources, with content curation strategies in place to help them make sense of the range of resources available and easily find what they need when they need it?
Putting the ‘70’ into practice: 5 features to look for in a performance support toolkit
- Does it provide tips, tools and checklists at the moment of need?
- Can performance support be embedded into formal learning programmes?
- Does it ensure that resources can be easily found?
- Does it provide essential information at exactly the right time e.g. for appraisals?
- Is it a reputable and knowledgeable resource for staff to turn to?
Download the complete report to continue reading, and learn how organizations surveyed by Towards Maturity approach social and informal learning as part of the 70:20:10 learning model.[mk_button dimension=”flat” size=”large” outline_skin=”dark” outline_active_color=”#fff” outline_hover_color=”#333333″ bg_color=”#27ae60″ text_color=”light” url=”https://www.docebo.com/resource/how-to-implement-the-702010-learning-model/” target=”_self” align=”left” fullwidth=”false” margin_top=”0″ margin_bottom=”15″]DOWNLOAD THE REPORT[/mk_button]
