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Trends Driving 70:20:10 -Reflection & Discussion Activity

Much of the interest in integrative models such as 70:20:10 is driven by an increasing need for organisations to operate at ‘the speed of business’.

Speed of business poses a significant challenge for the learning function. There is an inherent inertia associated with creating and managing formal development solutions and our traditional (ADDIE) approach is no longer a fit.

Training Needs Analaysis and formal programs more and more, are being recognised as too cumbersome and slow. Quite simply, the approach is out of touch with the needs of our stakeholders, who want responsive and flexible solutions that deliver impact.

The below table is a simple representation of the transition we seek to make. The ‘From’ column represents the traditional paradigm, characterised by defined (formal) events and a ‘one size fits all’ approach.

The ‘To’ column represents the new paradigm, defined by the flexibility of solutions and their emphasis on individual needs, a ‘pull’ approach and continuous learning at the point of need.

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Considerations and Next Steps

The above table is a very simple means for capturing the culture change we seek to achieve as a result of a 70:20:10 strategy. The table also helps to position guiding principles for the specific solutions we create.

Consider adapting and using this table/visual within your stakeholder and employee communications, as it is such a simple means for conveying key messages about what we are trying to achieve.

You might also use the table as a trigger for rich conversations, especially with your HR and learning function and other stakeholders. Use it to challenge their thinking, to conceptualise the desired future state and to create a shared commitment to taking action.

Consider reflection, discussion, and/or debrief questions you can pose to your audience:

  • Do our current solutions fill people up with knowledge ‘just in case’ or are we equipping them to find what they need?
  • How much time do our employees currently waste looking for information to help them get their jobs done?
  • How will equipping them to ‘find knowledge’ and learn continuously impact their performance?
  • What are the implications for effective performance support?
  • How do we support our people to have positive workplace learning experiences?
  • How do we ensure experiential learning is intentional, rather than left to chance?
  • How do we move away from ‘one size fits all’ to ‘individual’ solutions without creating additional resource requirements?
  • How do we re-focus formal development solutions to enable continuous and individual learning?
  • What is our role in supporting and enabling workplace learning?
  • What do we need to let go or do less of to support a transition to the new paradigm?
  • What do we need to start doing or do more of to support a transition to the new paradigm?
  • How will we get started and what are our next steps?

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