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Beyond Formal Learning - Creating '70' and '20' Solutions: 70:20:10 Focus Series


 

Explore how the 'Adding, Embedding, Extracting Model' can provide a simple guide to help you create experiential (the '70') and social (the '20') learning solutions.

The key objective of this webinar was to provide a simple reference model to assist people to create experiential and social learning solutions that are aligned with business needs and improve performance.

Topics explored in the session included the use of:

  • Performance analysis to identify the potential for experiential and social learning to support performance solutions
  • The Adding, Embedding, Extracting Model as a reference guide for developing targeted experiential and social learning solutions.

The session explored a range of opportunities to add, embed and extract, but two key opportunities resonated with the audience:

  • The use of rapid content development and curation processes to provide more responsive solutions and support a transition from courses to resources
  • Opportunities to utilise performance support solutions to help workers solve problems in the workflow.

The links in the Explore Further section below, will connect you with Member only solution design and review tools for applying the AEEM to practice.

Explore Further


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1 comment

As a Learning and Development Coordinator, I could easily identify with the scenario of organising training that then doesn’t fix a staff members’ performance problems. Identifying the factors that impact on performance (root cause analysis) such as the lack of motivation or lack of systems or reliable and consistent processes is an approach I now use.

The Adding – Embedding – Extracting Model really makes sense to me. In the Adding area, we have moved into using online resources with a Lynda.com annual licence and building staff capability to create our own videos. We are also developing an L&D Library where recording links and supporting materials are stored. This is also the location where an on-boarding support site is located.

Equipping staff with the knowledge of where to get help is what we are building with the formation of “experts” and “champions”. These groups can be quickly formed in response to changing organisational needs. They become a community for sharing their knowledge and experience with others in either a formal coaching/mentoring role or as contacts when needed. Our recently developed professional development plan system supports staff with its embedded 70:20:10 activity guide and action plan where support systems can be listed.

As an educational organisation we are audited on continuous improvement processes for many elements of our core business. Reflective practice and reviews are now being built into other activities. We’re developing feedback for projects, key activities and even our L&D support roles to be used as a systematic process that is then acted upon. We are also Working out Loud as a standard practise to build collective knowledge within a number of work teams.

We still face the challenge of communicating the 70:20:10 method to all our staff but by role-modelling new approaches and reflecting on how we are operating and what can be done better to create innovative solutions we are moving towards encompassing 70 and 20.