Ever have a development discussion with your manager, and have them recommend you take an internal training course to help you ‘develop’? Ever wonder how to move your career in a new direction, and choose another college degree, a seminar or a ’summit’? Remember anything from all that formal training?
The Leadership Machine
Mike Lombardo and Bob Eichinger wrote The Leadership Machine (2000), addressing how best to develop leaders “for any future.” How?
The “70-20-10″ model:
- 70% On-the-job experience. Some examples: Leading an enterprise-wide project; taking a short-term assignment in another state or country; influence senior managers to make a difficult decision.
- 20% Social Learning. Some examples: participating in communities of practice; having/being a mentor; engaging in industry trade groups.
- 10% Formal training. Some examples: internal training courses; formal university education; attending seminars; reading books.
Why Formal Training Is Minimized
Without action or application, this is just interesting. I don’t doubt I gained some critical thinking skills with my three degrees or multiple hours spent in company training programs. Yet I am convinced that spending three days in a conference room, getting whipped by Powerpoint, doesn’t do much for my development. Adult learning research shows that more than 50% of learning occurs outside the classroom. The value here? Design an action learning plan before you attend the next session that connects you with others (20%) and gives you a way to apply what you learn (70%).
Why Relationships Matter Too
Most of us in business have to interact with others to get anything accomplished. Social networks are the way work really gets done (sorry Six Sigma process!). Engaging your network, your friends, your manager, multiplies the value of your learning by sharing. This will help you weave the formal learning into the fabrice of your work day, and assist in knowing how best to optimize the experience you need.
Why Experience Matters More
Would you go to a doctor that never actually treated a patient? Want a car mechanic that just reads books? What about the IT employee programming your next software launch…ok if they only attended a ’seminar’ on the code and haven’t tried it? You get the idea – we learn from experience, not from just reflection. Imagine the power of taking a course, socializing your learning with team members or managers, and then applying your learnings to your work! This is where true sustainability occurs.
Next time you look for individual development – for you or your leaders – engage the the 70-20-10 model and be prepared for ANY future!