Publicly available


Communication Toolkit for Positioning 70:20:10 with Stakeholders

Associated attachments for download:

Activity_Stakeholder Analysis Worksheet.docx

Activity_Introduction to 702010 Presentation Notes.pdf

White Paper - Changing the way we learn at work.pdf

Activity_Facilitated Introduction to the 702010 Framework.pdf

Activity_Introduction to 702010 Presentation.pptx

Top down and bottom up support is critical to the success of 70:20:10. Finding the right time, right place and right way to introduce and position 70:20:10 can be a challenge for many practitioners. This Toolkit is designed to support you as you communicate the value of the 70:20:10 framework within your organisation and seek to align and respond to the specific needs of your stakeholders.

‘If people feel listened to, they become more receptive to your message. And by doing the listening, you become more informed about what they really need — not just what you think they need — which will fuel your relationships with stakeholders over the long run’

Nancy Duarte

Conversations and listening are the key to effective stakeholder engagement. Regular conversations can help the learning function to:

  • Build relationships
  • Understand what drives the organisation (and the need for change)
  • Understand the real issues
  • Understand what blocks or makes it difficult for people to do their work
  • Align with organisational needs and priorities

This Toolkit will help you to:

  • Understand and actively engage your stakeholders
  • Start conversations around 70:20:10 and opportunities for the framework to respond to stakeholder needs
  • Align 70:20:10 with stakeholder needs
  • Tailor language and messaging to align with that used by stakeholders
  • Position next steps and actions for furthering your 70:20:10 strategy.

What is in the Toolkit?

The toolkit includes a number of practical tools designed to trigger useful discussion and build the momentum for organisational change through the 70:20:10 framework, including:

1. Stakeholder Analysis Worksheet

Use the worksheet to reflect on your relationships with key stakeholders, to consider their needs and challenges and to consider how best to position 70:20:10 and to gain their buy-in for your proposed next steps.

2. Introduction to 70:20:10 Presentation and Notes

This customisable slide deck and guide can be used to develop and deliver a presentation that links organisational challenges to changing approaches to learning and work, before introducing and providing an overview of the 70:20:10 framework. This can be used to build awareness of the need and opportunity for change, as well as positioning 70:20:10 as a mechanism for taking action.  

3. Facilitated Introduction to the 70:20:10 Framework

This guide can be used to scope a facilitated session to introduce the 70:20:10 framework. It can be used separately or blended into the customisable slide deck. The activity based approach provides an alternative to working through a slide deck and allows the facilitator to build the 70:20:10 concepts through the more active involvement of the audience.

4. White Paper

The White Paper may be used a number of ways and as with all things ‘70:20:10’, there is not a rigid recipe to follow.  Use the paper to help build a compelling case for implementing the 70:20:10 framework in your organisation. Suggested uses include:

  • As guided reading prior to a meeting or debrief, to generate discussion on specific aspects of the 70:20:10 framework (you are welcome to print and circulate the paper within your organisation).
  • As a handout following a discussion or presentation to support further exploration

Further tools that can support you with engagement and communication around 70:20:10

Stakeholder Engagement: Communicating and Managing the Shift to 70:20:10 Based Learning

How to Position 70:20:10 with Stakeholders: 70:20:10 Focus Series

The Role of Continuous Stakeholder Engagement in Learning and Development

Explaining the 70:20:10 numbers

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


There are many benefits to be gained from implementing 70:20:10 in your organisation, but positioning the framework and gaining interest and buy-in from stakeholders can be a challenge. Engagement is about conversations and listening. The more conversations you have, the more you will understand the real needs of your stakeholders and be equipped to align and position 70:20:10 as a way to add value to your stakeholders.  

  • How are you socialising 70:20:10 and what approaches are you taking to engage your stakeholders?
  • What have been the hooks and what language are you using to align the framework?
  • How are you adapting your approach/messages for different audiences?
  • What advice would you give to others seeking to build awareness and commitment to action with their stakeholders?

Please share your experiences and continue the conversation with our community. 

Copyright © 70:20:10 Forum 2016. We encourage you to share our freely accessibly Content, however we do not allow extraction, unauthorised use and/or duplication of this Content without express written permission from 70:20:10 Forum. See our terms and conditions



There was a need to introduce other Human Resources (HR) staff to the 70:20:10 framework as not everyone knew what it was about. Myself and another team member prepared and delivered an information session “Introduction to the 70:20:10 framework” using this document in the toolkit.


To introduce members of the Human Resources Branch to the 70:20:10 framework with the following objectives.

  1. The changing paradigm of learning
  2. What is 70:20:10 framework?
  3. Practical examples of the 70, 20 &10
  4. A strategic response to organisational challenges
  5. What does this mean for us?
  6. Take away tool to be used when talking to managers where appropriate.

The 70:20:10 framework is a new concept for the Human Resources Branch. The CEO is on board with it and so is the Board of Management and of course the L & D team. It is important to share the 70:20:10 with other HR members so that when they speak to managers they are using the same language and concepts of the 70:20:10 framework that is being used by the L&D team (Developing a Performance Consulting Capability: 70:20:10 Focus Series).

I will be using the 70:20:10 framework in this way:

  • 10 – reading from the 70:20:10 forum toolkit
  • 20 – utilising my networks for coaching and ideas sharing
  • 70 – talking with other HR members to introduce them to 70:20:10 and start a conversation re how 70:20:10 can be integrated into everyday HR tool development.

The resources from the 70:20:10 framework I used were:

  • Introduction to the 70:20:10 framework
  • Introduction to the 70:20:10 presentation notes
  • Changing the way we learn at work
  • Explaining the 70:20:10 numbers
  • Ten 70:20:10 FAQs
  • L & D Capability – Performance Consulting.

 My tools are:

  • A PowerPoint presentation
  • Handouts with the PowerPoint presentation, Practical examples of the 70, 20 and 10 and Ten 70:20:10 FAQs
  • A Practical examples of the 70, 20 and 10 quiz
  • Evaluation form.

The purpose of this introduction is to ensure all learnings throughout the department are based on the 70:20:10 framework. HR members are often in contact with managers/supervisors. Having information about the 70:20:10 framework will ensure that when other HR members are talking with managers/supervisors HR consultants will be able to use the same language and concepts that L&D are implementing within the department.

Why did I use the resource?

The resources within the 70 20 10 toolkit are very useful and to the point.  By using the documents from the toolkit listed above I was confident with the authenticity of the information provided/shared with participants.  The resources are easy to understand and apply. 

How did I use/adapt it to suit your purposes?

I used main topics such as “The changing paradigm” and “A strategic response to organisation challenges” to get participants to understand how training in the workplace has changed and how implementing 70:20:10 would help the organisation as a whole.  These resources were self- explanatory and easy to use.  When speaking about these two topics I related them back to DJAG’s strategic plan “To ensure highly skilled, sustainable and diverse workforce that meets current and future service delivery needs”. This helped them understand that L&D were looking for the best way to make sure learning is meaningfully and embedded in work tasks and flow.

The participants were able to relate this information to situations where they were consulting with management, hearing about the lack of abilities within the workplace, and see how the 70:20:10 framework makes sense, and how performance consulting will be able to assist those managers in developing staff.

How can the toolkit resource be improved?

I found the toolkit resources, as listed above, to be quite suitable for this session.  I did however add an overlay of “what’s in it for me” specifically because even though they may acquire an understanding of what 70:20:10 is, they don’t necessarily know how they can use it in their day-to-day work.

I also added a useful tool to use when talking to managers, Performance Consulting, so that not only did they go away knowing about the 70:20:10, they could use this tool to educate managers to interpret the need for training, e.g.  for an underperformer which can include other factors such as motivation and environment.

What advice do you have for others doing similar work?

As this was a valuable session due to the fact that the participant’s gained knowledge of 70:20:10 (a feedback sheet was provided and it reached the desired outcome. I would recommend anyone who wanted to begin the message of 70:20:10 to start with these resources. 


Within HR there are four main teams and members of my team are currently going through the 70:20:10 certification. The HR branch holds a weekly stand up meeting – basically a forum for all branch members to provide a quick update about current projects. During these meetings my team members have often mentioned 70:20:10 tasks that we are undertaking for that week. Not all HR staff are aware of the 70:20:10 framework, so my colleague and I thought it would be a good opportunity to introduce the topic to a few HR staff. The purpose of the introduction was two-fold, firstly it was to introduce the topic to HR staff and test their comprehension of the resources and content provided. The second reason was to start building HR staff knowledge of the framework so when the framework is rolled out across the department HR staff are aware of what the framework is about and can answer departmental manager’s queries regarding the topic.

Summary of approach taken

The following resources from the 70:20:10 framework were used in preparing the introduction:

  • Introduction to the 70:20:10 framework
  • Introduction to the 70:20:10 presentation notes
  • Changing the way we learn at work
  • Explaining the 70:20:10 numbers
  • Ten 70:20:10 FAQs
  • L & D Capability – Performance Consulting.

In terms of the approach used, we invited a mix of HR staff with different levels of experience (ranging from very experienced HR generalists to graduate level) and staff from across all HR teams.  We used a combination of the tools including a PowerPoint presentation, practical examples of the 70, 20 and 10 and Frequently Asked Questions, a quiz and evaluation form. When designing the session, we also used the “what’s in it for me” (WIFM) (from the stakeholder analysis worksheet) approach to share the performance consulting tool as a practical take-away from the session that HR practitioners can use in terms of providing advice to managers regarding assessing the need for training. The introduction was informal and framed as “an introduction to 70:20:10”.

Results achieved

At the start of the session, HR staff said they had heard of 70:20:10 but didn’t know what it was about. After attending the introduction they advised that they were more aware of what 70:20:10 was about.  We also had a general discussion at the end of the session about the use of the performance consulting tool, which they thought was beneficial.

Guidance or suggestions

I found these tools a really good starting point to use as an introduction for 70:20:10 and would recommend them.


I work in the Talent Development department for Qatar Airways, one of the goals I had as part of my scope was to design and develop a module for our Learning Excellence and Accreditation Programme (LEAP). This program is a 4 level program for learning professionals. LEAP2 which is the one that would have the continuous learning module and is addressed to full time learning professionals whose experience in the field goes from 1 year to 10+ years. The biggest challenge I had was the fact that people thought by just knowing what the numbers mean they knew how to actually implement it in all our learning solutions.

After some research of the portal I found this tool and discovered it would help me not only in the development of the module but also in giving my target audience a very practical and ready to use tool that they could also use when explaining to their area of the business the importance to following a 70:20:10 approach and the benefits that would represent to them.

The Solution

I used this tool in two different ways one to analyze my audience and my stakeholders before I designed the module, I also used it to be more prepared in the topics that I could include as part of the one day class on 70:20:10 framework. Additionally I used the white paper as part of my pre work for the module. There are 4 different activities they have to perform before coming to class and one of those activities is reading the Changing the way we learn at work white paper. That way when they come to the class they already have been introduced to the changes the corporate world has gone through and how that affect the way learning is approached.

As part of the different activities and discussions we have during that one day session I also refer to many of the topics that are included in the facilitated introduction to the 70:20:10 framework. I really saw the value and the approach that this tool suggests and was able to integrate it throughout the day. I helped me to be better prepared and had a strong framework to facilitate the different discussions that happen throughout the day, especially from people who were more resistant to the framework mostly because they were not clear on how to really implement the 70 and the 20.  

Besides that I also used the tool as part of the module itself. One of the last activities of the class is that they get a chance to go through the 70:20:10 Forum and through a list of scenario based questions they have to identify the most appropriate tool to solve those situations. The feedback I have received from the participants so far is that they did not know there was such a complete and practical tool they could use to position 70:20:10 to their own stakeholders. They are actually very surprised that they had already used it, they see how it helped them to be more receptive during the training and they see how that can help their own stakeholders.

My personal experience

If you as a practitioner candidate are not sure where to start and how to communicate with your different stakeholders, this is a great tool. It really has everything you might need to get to a great start. It will help you to be clearer on what the framework is about and understand all these underlying benefits that it can bring to your organization. As an added benefit it will give you every possible tool you need to introduce continuous learning in a structured, fun, active way. It really gives you everything you need. I know it was of great help to me and all the people who have been through the 70:20:10 module of our LEAP programme.