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70:20:10 and the Re-Imaging of Organisational Learning - 70:20:10 Focus Series


In this 50 minute on-demand case study webinar, hosted by Mark Britz, you will learn how the 70:20:10 principle was made evident and a framework was applied to re-imaging organisational learning from being training-focused to social-centric at Systems Made Simple. It shows how data was used to shift the direction of organisational learning and reshape L&D's procedure from course makers to performance consultants. You will see how a reimaged strategy leverages new and current technology to increase social and informal learning. And finally, you will learn how to identify and partner with "willing conspirators" to advance the transformation. 
 
You will learn:
 
1.    The 70:20:10 principle and its alignment to today's Wirerarchies.
2.    To identify the right approaches and technology through work and culture analysis
3.    How to communicate with stakeholders by letting data drive decisions
4.    The power of consistent messaging to change mindsets
5.    The importance of applying frameworks over prescriptive methods 

About Mark Britz

Mark is a senior manager at the eLearning Guild with over 15 years experience in designing and managing organisational learning solutions.

Learn more about our 70:20:10 Implementation Pathway, included with Licenced Access to the 70:20:10 Forum, or the opportunity to undertake 70:20:10 Practitioner Certification. Contact us through our enquiry page, or book a call with our solutions team.

Further tools that can support you getting started with 70:20:10

Evolutionary Versus Revolutionary Approaches to Implementing 70:20:10

A Model For Developing Your 70:20:10 Strategy

Building the Future Learning Function

Communication Toolkit for Positioning 70:20:10 with Stakeholders

Organisational Readiness Assessment & Action Plan

Toolkit for Preparing a 70:20:10 Business Case

Toolkit for Establishing a Learning Governance Board - Licenced Access Only

Process for Establishing 70:20:10 Learning Principles - Licenced Access Only


Copyright © 70:20:10 Forum 2016. We encourage you to share our freely accessibly Content, however we do not allow extraction, unauthorised use and/or duplication of this Content without express written permission from 70:20:10 Forum. See our terms and conditions

2 comments

Further discussion on this webinar can be found HERE.

702010 and the Re-Imaging of Organisational Learning

This Mark Britz webinar appealed because I’m particularly interested in others’ experiences with implementing a 702010 framework across a large organisation especially those organisations spread over extensive geographical areas, as I work in a similar organisation. However, part way through the webinar I realised the challenges he experienced when he commenced in the role, echoed not just those I’ve encountered at my workplace but challenges that are common across many workplaces large or small. Top of these were disconnected employees looking towards traditional training to solve their L&D needs. His ‘what keeps you up at night?’ perspective particularly resonated with me.

The teams he was working with seemed to lose their way after they attended training or felt that training didn’t quite hit the mark. The problem seemed to be they were looking to the L&D trainers for a solution to a problem, whereas contemporary L&D is more about partnering to find the solutions not just solving a problem. Effective L&D is about becoming better connected.

This was perhaps due in part, to what Britz describes as learned helplessness - years of formal education being seen as the only way to solve problems. A more effective way however could be to discover not only what problems need to be eliminated but also what’s working well and can we enhance that. Find out where great is collaboration already working and attempt to can ramped this up, can it be amplified?

After introducing an approach that acknowledged and celebrated social learning he found it improved the ‘ecosystem’ of the organisation. It reminded people of the ways they learned memorable pieces of information in their past – on field trips, while working with others, in university bars and in tutorials where discussion flowed back and forth. In other words, those places where we collaborate and co-operate offer considerable opportunity and sit squarely in the ‘70’ space.

Another aspect that resonated with me was the reminder to tap into middle managers in organisations as they can be the early adopters of change. After all they have access to senior managers and can be a truly transformative group.