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Evolutionary Versus Revolutionary Approaches to Implementing 70:20:10

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Activity Evolutionary vs Revolutionary Approaches ACT0070614.3.docx


This post provides an overview of two approaches to implementing the 70:20:10 framework. It also includes a quick assessment tool you can use to consider the approach that most aligns with your organisation’s context.

There are two basic approaches that organisations have taken to implement 70:20:10.

The first is a ‘revolutionary’ or ‘whole system’ approach where learning and development strategy as a whole is built around the framework.

Development plans and competency models are reconstructed to reflect the framework and HR operating rhythm activities and focus are adapted to support the creation of a culture of continuous learning.

In addition a strategic approach is taken to de-focus time, effort and resources from supporting formal learning.

This occurs whilst maintaining formal courses and programmes where they are proved as the most effective and efficient mechanism for performance improvement and, at the same time, refocusing effort and resource on supporting learning in the workplace.

 

The second is an ‘evolutionary’ approach where specific areas of development are identified and adapted to reflect the 70:20:10 framework, but wholesale change is not undertaken.

This often involves the reconstruction of specific programme-based formal learning activities – such as leadership development programmes – to incorporate non-course components, particularly post-formal follow-up and involvement from line leaders.

The ‘whole system’ approach is often adopted in situations where there are opportunities to make transformational changes, such as during merger and acquisition activity or when other major organisational changes are being undertaken.

The ‘evolutionary’ approach is often adopted where transformation is more long-term. Piloting of 70:20:10 is often undertaken where there is a requirement to ‘test the water’ in terms of gathering feedback and data to demonstrate real benefits in one specific organisational context. This approach can be powerful in terms of developing experience in the approach as well as getting ‘runs on the board’ and building advocacy that can support a broader business case for change.

Either way, a strategic plan is required and each of the four requirements needs to be met. Even if an evolutionary ‘test-the-water’ approach is taken it is important that this is done in the context of future potential if it is going to fully serve its purpose.

“If HR and Talent Development Strategy is aligned with business – the result is up to 250% increase in organisational performance compared to those with more tactical/transactional HR/Talent/L&D functions”. - Dave Ulrich & Wayne Brockbank, RLB Group Research

Where a ‘whole system’ transformation is to be undertaken, it is important that plenty of thought is given to alignment with overall organisational strategy as well as with HR and talent strategies.

Take Action

Use the attached quick assessment tool to consider your organisation’s context and to explore the suitability of an evolutionary or revolutionary implementation approach.

The activity will help you to review the broader agenda for change or transformation in your organisation and to consider your organisation’s current learning culture and worker perceptions of training, development and performance.

Explore Further

A number of free and member only resources can be accessed via the Forum’s Toolkit to explore further or to apply the results of the quick assessment. Consider the below as a starting point:

 

COME BACK AND SHARE!
Have you conducted this activity and if so, what were your results and what were your next steps? What approach are you taking to implement 70:20:10 and what advice do you have for others seeking to undertake this activity or for implementing either of the two approaches?  

Why not share your reflections, questions and experiences with our community. 

 

Images in this post courtesy of pixabay.com


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