Why Organisations Adopt 70:20:10
As with any learning and development initiative, it is important to identify potential business benefits and build a business case prior to a 70:20:10 implementation. If you have an understanding of the benefits you expect to achieve then it’s more likely you will focus in areas that will realise those benefits. You’ll also more easily see your successes.
In order to do this the best approach is to identify a specific set of drivers and challenges that apply to your organisation’s overall strategy and context, and to map these against the framework.
There are differing reasons for adoption of the 70:20:10 framework. Below are some examples of why organisations do so:
- A Senior Executive/Stakeholder Initiative (Challenger Institute)
- A Drive for Efficiencies – budget pressures (Post NL)
- To Increase Effectiveness of L&D (Reuters)
- To Increase the Impact of L&D’s Efforts (Loreal Paris)
- Part of an L&D Transformation (Philips)
- The need to shift mind-sets from training as the only way open for development and open up development to ‘more than a training course’ (FredIT)
- To offer a diverse platform for growth (Gap)
- A need to get employees to move to thinking of development as occurring in the workplace, rather than only through ‘training’ (SBS)
- To improve the responsiveness and impact of ‘Capability Teams’ in supporting operations (Lion)
- An understanding that the need to stay competitive resides in the ability of individuals, teams, and the entire organisation, yet confronted by budget constraints. “We were backed into a corner” (Agilent)
- The need to build a ‘sustainable model’ for learning (DNV)
- Ageing workforce, talent retention, changing nature of work, ineffectiveness of previous solutions (Victorian Government Leadership Development Centre)
Further examples of drivers and challenges leading to adoption of 70:20:10 include:
a. Speed: a need to shorten time to competence and to build employee capability at the ‘speed of the organisation’
b. Productivity: a desire to increase productivity by reducing time spent away from core work
c. Culture: a desire to build a culture of learning across the organisation
d. Efficiency: a need to do ‘more with less’ and use more efficient techniques and approaches to build skills and capability
e. Service: a need to improve internal and customer service levels
f. Strong Leadership: a desire to improve the bench strength of leadership in the organisation
g. Agility: a need to increase the organisation’s ability to respond to change and exploit opportunities more effectively
Start a conversation
Why might you adopt 70:20:10 and how can you align the framework with your organisational challenges?
Consider the following questions to begin a conversation with your team and your stakeholders about the approach:
- What are the top three strategic challenges facing your organisation?
- Does your organisation have an existing learning strategy?
- If it does, is the existing strategy aligned with the strategic challenges you’ve identified?
- What processes are used for monitoring and managing the strategy?
- What capabilities does HR and L&D need in order to respond to the challenges facing the organisation?
- What opportunities can you see to use 70:20:10 learning strategy as a basis for:
- Stakeholder engagement and sponsorship
- Strategic alignment
- HR, L&D and Line Leader Capability development
- Employee Engagement
- Resource allocation and utilisation
- Organisational Outcomes/Impact?
- What are your next steps in positioning 70:20:10 to stakeholders?
A number of free resources can be accessed via the Forum’s Toolkit to support your next steps in building awareness with stakeholders, reviewing your organisation’s readiness for 70:20:10 and/or building your business case. Consider the below as a starting point:
- 70:20:10 Framework Explained publication
- Facilitation toolkit to communicate the 70:20:10 Framework across the organisation
- 70:20:10 Organisational Readiness Assessment and Action Plan
- Toolkit for preparing a 70:20:10 Business Case
COME BACK AND SHARE!
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