The 70-20-10 model is a learning and development concept that suggests a proportional breakdown of how people learn effectively. It was created by morgan McCall, Robert Eichinger and Michael Lombardo in the 1980’s. It is a training mix that engages the learner, achieve learning outcomes and result transformation. It is a breakdown of how people learn and develop using this strategy. 70% of learning is from on-the-job experiences. 20% of the learning comes from feedback from other people and leaders as well as an individual observing. 10% of the learning is gained by formal education and training (M.Joshi,2018 p. 15 Learning: 70-20-10 (cput.ac.za)).
It is known that this model is still evolving and is still being used in the workspace but slightly different as we know it. As of today, it tends more towards a 45-45-10 model with feedback and observation being used more for learning. So yes, this model is model is relevant in the internet age, but the organization must ensure that it is implemented correctly and to make sure it comes alive (Charlie Southwell,2023. https://letstalktalent.co.uk/blog/ ). Although this model can be seen as relevant there are still some uncertainties regarding this model due to business evolving and changing as years pass on. In 2015 13 000 leaders took up a survey regarding how they spent their time learning and what experiences they learnt from the most. The results shown that 55% on the job learning, 25% learning from others and 25% formal learning (Tacy Byham, 2015. Is 70:20:10 Relevant Today? Part 2 (td.org) ). In essence this model is an effective way for leaders to learn and develop as leaders. It offers benefits leaders such as engaging with other employees and diversifies the approach of learning (Sophia lee,2021. Why the 70:20:10 learning model works, and how to implement it - Torch).
Reviewing the articles I read all four articles had the same subject of the 70-20-10 Model. It discussed the history of the model as well as the origin and where it all started. It gave a good, in-depth definition of it and explained it comprehensively. It was easy to gather information of the effectiveness of the model, how it should be implemented in the workplace, relevance of it as of today and how each learning outcome works. 2 articles shown how the 70-2010 model evolved as time went on, with the percentages differs from 30 years ago. This article also illustrated the change using surveys given to 13 000 leaders and using that information to give the reader a better view on the change. Analysing these articles, I have a better understanding regarding the 70-20-10 model after reading and understanding the content of the articles.
Professional development is the process of improving and increasing capabilities and skills related to an individual’s profession. It is a continuous process that can significantly benefit your career. Implementing the 70-20-10 model in the business can influence me, the business owner, as well as my employees to progress our business and career paths. This model will inform us on our professional development plan (PDP) and how to write one, using it to our advantage. A professional development plan focusses on the steps of reaching career goals. Workers make use of mentors in the business that will assist them with progressing. Workers will have to attend training programs, earning professional certificates, learning new skills through research and personal projects, and continuing education.
There are actionable steps to consider when creating a professional development plan. It consists of the following:
1. Self-assessment. Evaluate your professional interests, knowledge and skills. Creating a self-assessment allows you to examine your current position as it relates to your career goals.
2. Goals. Goals should be set by using the SMART principle. Short-, mid- and long-term goals should be listed based on priority of each goal.
3. Strategies. You should have various approaches of how to achieve these goals. Including experiential learning, education and reflection.
4. Resources. Resources include workshops or networking opportunities like Continuing education institutions and professional mentors.
5. Timelines. It is import that you understand your PDP is a work in progress and that you should give time to develop. You should also update your PDP well in time when you reached certain milestones.
(Jennifer Herrity, 2023. How To Write a Professional Development Plan in 5 Steps | Indeed.com)
It is important to commit to your professional development plan and to stay on track. Professional development can only be reached when committed. It means you must ensure you become self-aware and establish your baseline as well as align professional development with your passion and current capacity. A commitment to professional development requires sacrifice (Anthony Howard, 2022. https://www.forbes.com/ ).
SWOT Analysis
We are living in a changing world, and it is required to have skills to be agile and flexible in a changing world. Fast adaption is crucial for the reason being that business must make decisions fast and you must be able to adapt (simplelearn, 2024. https://www.simplilearn.com/agile-skills-article# ). Problem solving and communication are skills that is important to have in a changing world. Time management and resilience are skills to help being agile and flexible.
Here is a SWOT analysis regarding me:
Strengths:
· Problem solving
· Good listening skills
· Quick reacting ability
· Working with people
Weaknesses:
· Time management
· Struggle to do multiple things at once
· Over critical of myself
Opportunities:
· Assistance of my fellow students
· Guidance of older mentors and adults
· Access to resources
Threats
· Deadlines
· Competition
· Family and personal losses