In the event your brain immediately visualized training courses or learning events residing on your LMS…we have a potential disconnect here because “Training” in any form represents only the 10% in the 70:20:10 framework, and to make that even uglier, the 10% falls into the +/-5% of our 2,000 hour work year that Bersin’s research says we get each year in the form of formal learning. So what? That +/- 5% begs for what I felt was not researched…but leaves an obvious question – “What about the “OTHER 95%?”
Tag: performance support
There is no shortage of new innovation we seek to implement in our L&D discipline, and Micro-Learning is one of the most recent. Depending upon how one chooses to integrate “Micro-Anything”, the results can range from truly innovative solutions to merely applying more lipstick on the training pig.
Maybe it’s just me, but I’m seeing the use of 70:20:10 being used as a design framework that promotes that we pack the “70” and the “20” into the “10”. Now before anyone blows a gasket, I will admit that this practice greatly enhances the “10”, no question about it. But here’s the thing…it’s still freaking Training.
A colleague of mine described adopting a Performance Paradigm where Performance Support is fully integrated as “the project that never dies” and that’s not a bad thing, because if the paradigm dies, so do the performance benefits…and those benefits are tied directly to tangible, measurable business results.
What was most astounding in the assessment was the most obvious visible indicator of disconnect highlighted by the Agent’s readiness to perform, and it manifested on the floor with HANDS IN THE AIR. While the blame was owned at multiple levels and functions, those assigning blame were not focused on the right place, and I just wanted to jump up and shout, “Dude, it’s about the hands!”
Leading Change to full adoption implies that we not only manage Change to deployment, we must continue to lead Change through implementation…and beyond to the desired goal of full adoption.
What follows is a short story…a true story…that positions a skill set that changed my life in the L&D discipline. No instructional designers were harmed during this transition, but I must confess to scaring the crap out of number of them.
If your organization recognizes that true business results are won…or lost…@ the Point-of-Work, and a bold decision is under consideration to head up the mountain, meet me at base camp, and let’s kick around some ideas regarding the “climb” that lies ahead!
We should strive to effectively position that EPS adoption is a rapidly approaching future that lies beyond the scope and charter of the traditional L&D training paradigm. It gets tough when you open your mouth make a bold statement that “Training does not drive performance – It drives potential!”
Is it 70:20:10 or is it 85:12:3? To answer this question I offer another question – “Who gives a rip?” – as long as the end-game drives sustained workforce capability. The correct ratio is only correct if the end-game is reached.