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Building the Future Learning Function: 70:20:10 Focus Series

The key objective of this webinar was to explore how the learning function can and must change to help organisations adapt and perform by learning at the speed of business.

Topics explored in the session included:

  • The predictions for change, and what the future learning function might look like
  • Capabilities required in the future learning function
  • What are the implications for individual practitioners moving forward


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This webinar is a great primer to identy the capabiities that you and your L&D team should be building in order to make a greater strategic and operational contribution to your business. I participated in this webinar in real time in 2014, and have just reviewed it now (July 2015).  What rang true for me is that 18 months ago in my organisation (Coca-Cola Amatil) we were using 702010 to improve belnded learning but had not focussed on workplace learning.  By developing skills such as Personal Knowledge Mastery (PKM), networking, content curation, community facilitation and performance support we've created new opportunities to contribute to organisational performance.  Performance Consulting has also been a valuable skill and mindset shift for us - moving from delivering training to collaborating to create broader solutions to improve performance.  I've started calling perfomance consulting conversations 'Performance Root Cause Analysis' within my organisation as this language aligns well with our continuous improvement processes and is one that my stakeholders respond well to.  It was good to consider where we've come from and affirm that there is much yet to do to continue building our skills and transforming our learning culture and practices.  I found the 'manifesto for the learning function' at the end of the webinar a handy primer - good adaptation of Clark Quinn's 'Revolutionalise L&D'.

The reason I chose this seminar is because of the very hard time I had at the beginning of this certification and what is discussed here helps you to understand and help others understand what really 70:20:10 means. Not only that but the way we as learning professionals should evolve if we want to stay in this area of any business.

While defining my scope I remember the clear direction of my sponsor and main stakeholder about me creating a class on 70:20:10 for all learning professionals within our organization. At the beginning it made complete sense to me but as I started understanding the framework more, it lost all sense. A class by itself was not going to solve the gap between where my fellow learning specialists and managers were and where we wanted them to be. Really the change has to start with us as practitioners and ambassadors of 70:20:10, if we don’t lead the change and we do it by being an example, how can we expect our colleagues to do it? That without considering the communication to our customers and end users. If we are not clear of what this framework is and how it can impact the business in reaching their objectives we can’t expect anyone to adopt it. As for my class, I finally understood I could do a bit of 10 but I also had to go for a 70 and a 20 and that I could do so much but the rest was really up to my participants to the session. I am still collecting data on how that is working.

It is a complete change of mindset and approach. I found the results of the IBM ASTD – “The C level and the value of learning study” very reveling and helpful to understand how to better communicate with the C level but mainly with the managers who will be the key players in the whole 70 and 20. Understanding that we can no longer control the learning and that we can only guide it, enable it and support it makes it so much clear and easier to convey.

Changing from order takers to performance consultants is a radical change but we have to start building all the new capabilities and mitigating the apparent and not so apparent risks within our organizations.

If you are still struggling on how this fits into the big picture I really suggest you go through this webinar. I did not have the chance to listen to it in real time so I had no access to the chat room where people were posting their comments, I have seen that screen in other webinars but not in this one. My suggestion to the forum is that you always give access to that window, otherwise you might miss on important contributions from the participants.