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Discussion: What new skills are needed by L&D to support 70:20:10 implementation?


This question was raised during our recent webinar.

Most learning professionals have high levels of skill around the ’10 ‘ – designing, developing and delivering structured learning. However a smaller number have any experience or skills in the ‘70’ – experiential learning - or ‘20’ – social learning – areas. 70:20:10 opens up new avenues for learning and development professionals to develop new skills to exploit these opportunities.

Some of the skills and capabilities needed by learning professionals to support 70:20:10 include:

Performance consulting skills: the role of the learning professional in a 70:20:10 world means she needs to work much more closely with stakeholders and the relationship needs to be that of an ‘expert advisor’ or consultant. So performance consulting skills are necessary to uncover root causes of performance problems.

Business/Organisational skills: in the 70:20:10 world learning professionals need to understand the pressures and drivers of their stakeholders. To do this they need to understand the environment their stakeholders work in, and be able to discuss and examine the ‘pinch points’. All learning professionals need to be able, for example, to read a balance sheet, a P&L and and organisational strategy and distil the implications.

Technology skills: it is almost impossible to deliver the richness and reach required in 21st century learning services without technology. Every learning professional needs to understand the potentials and limitations of technology, especially in the area of social media (the ‘20’) and performance support (the ‘70’).

Adult Learning skills: implementing a new approach such as 70:20:10 will require learning professionals to discuss and explain the importance that experience and learning through others plays in the overall landscape of learning and development. It’s almost impossible to do this effectively without a solid understanding of adult learning.

Research skills: work and organisational learning are changing, and will continue to change. It’s important for every learning professional to keep up with new research, and to carry out their own research in the form of pilots and proofs-of-concept in the context of their own organisation. Basic research skills are critical for anyone working in learning and performance.

The both the Forum* Community and Toolkit contain an ever-evolving resource of white papers, research, articles and analysis to support the development of these skills.  Examples include:

Link to Activity: Performance Consulting Skills - Developing System Diagrams 
*Access: Explore & Implement Members

This activity helps your L&D team develop their skills in appling an important aspect of the performance consulting process.

Link to Video: Learning from Experience - You Have to be in the Bull Ring 
*Access: Explore & Implement Members

This interview with Morgan McCall, one of the originators of the 70:20:10 model, focuses on experiential learning abd provides good insight on adult learning approaches. There are several interviews with Morgan focusing on differnet aspects of adult learning in the Forum 


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3 comments

Great list, but I would add one more to this list - Change Management skills.

Nicole

Thanks, Nicole.  I agree with you, change mangement is at the core of any 70:20:10 implementation.

I am sure there are other skills or capabilities needed as well. One that I have heard mentioned is assertiveness. this could be included in a basket of 'general consultancy' skills/capabilities - that also include communcation and analytical skills

Thanks, Nicole.  I agree with you, change mangement is at the core of any 70:20:10 implementation.

I am sure there are other skills or capabilities needed as well. One that I have heard mentioned is assertiveness. this could be included in a basket of 'general consultancy' skills/capabilities - that also include communcation and analytical skills