With blended learning, you have a technique which suggests work should be done outside of the classroom as well as inside of it. Typically, a blended classroom will be made up of face-to-face (F2F) learning as well as online material to complete alone. With both of these techniques coming together, research suggests learning improves in both quality and quantity which can only be good news. As an instructor, the whole process can seem somewhat overwhelming at first particularly if you have decades of experience in just F2F learning. Therefore, we have compiled a list of three main steps you will need to take here today. By following these three steps, you should be able to create a course that’s not only effective but but will enable you to create the perfect blended classroom!
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The 70-20-10 model makes sense because most of what people learn does happen on the job because this is where the most time is spent. Therefore, 70-20-10 certainly plays a more significant role than mentoring and working with colleagues and even more so than training which is a rare occurrence in the grand scheme of things.
The 70:20:10 model suggests that training should be made up of 70% job-related experiences, 20% interactions with others, and then the final 10% from educational events. Although this model was founded over 30 years ago, by three authors and researchers, it is still going stronger than ever today. Over the years, many training methods have come and gone but one that has remained a favourite for many is the 70:20:10 rule.
By Kasper Spiro | 9-03-2018
In business, there are two variants of the 70:20:10 model – managing innovation and education. As a learning and development tool, it was Morgan McCall and a handful of colleagues who first introduced the 702010 model. After asking 200 people in high positions within their job how they learned, the following results were seen;
- Challenging Assignments – 70%
- Development Relationships – 20%
- Coursework and Training – 10%
After releasing the report, it was explained that the majority of learning came from experience, feedback, mistakes, etc. Therefore, on-the-job experiences, problem solving, and working on tasks accounted for around 70% of learning. In terms of working with colleagues, listening to feedback, and working with both good and bad examples, this fell at 20%. Essentially, this left just 10% of learning to come from official training and courses.
Criticisms – Over the years, there has been some criticisms for the 702010 model from academics with the main issues being a lack of empirical supporting data, who was asked in the survey, and the fact that perfect numbers have been used. With this in mind, it is important to remember that the model was never made as a prescriptive solution but rather inspiration for non-formal learning. As long as we all know that the model isn’t based on fact, we can proceed with caution.
Managing Innovation – As we said earlier, the 702010 model has two main functions and the second of these is managing innovation. In this model, it suggests that employees should spend their time doing the following to maximize innovation;
- Core Business Tasks – 70%
- Related Projects – 20%
- Unrelated Projects – 10%
According to Eric Schmidt and even Google, this is the best method for encouraging innovation within a group of employees.
Just as importantly, the 702010 model supports a culture of “yes” rather than “no.” It promotes “what-if,” out-of-the-box thinking. This positive framework feeds our core business while also encouraging new ideas and big dreams that can become huge wins for the company—those 10x moonshots we were talking about earlier. In the long run, a few of those unrelated 10% ideas will turn into core businesses that become part of the 70%. And that’s good for business and the bottom line.
By Kasper Spiro | 9-03-2018
70-20-10 approach is the topic I have discussed with numerous learning managers. What they all have in common is they all see a real need to transition from a top-down approach in knowledge management to a user-centric approach. I found that there are three different kinds of reasons for them to implement user-generated learning.
By Kasper Spiro | 9-03-2018
The 70-20-10 framework inside your organization is a great way to increase knowledge and achieve better results, but it can be a big challenge at first. Specifically, getting your team to actively contribute to user-generated learning might require a major cultural shift. Here are a few practical tips for getting your user-generated learning operation off to a running start.
Charles Jennings’ famous 70-20-10 rule explains how we learn new information in the workplace. When learning new skills, up to 70 percent of what we really learn comes from our own personal experience and discovery, up to 20 percent comes from asking others for help, and just up to 10 percent comes from formal training.