You are probably familiar with the premise that most of the learning we do is informal.
According to Training Industry:
The 70:20:10 Model for Learning and Development is a commonly used formula within the training profession to describe the optimal sources of learning by successful managers. It holds that individuals obtain 70 percent of their knowledge from job-related experiences, 20 percent from interactions with others, and 10 percent from formal educational events.
Of course, we know this is just a guideline. The real numbers -- if there are real numbers -- will always vary based on the learning material being taught, the types of interactions our learners have with that material, the characteristics of each individual learner, and how motivated they are to learn.
Some learners don’t even have access to formal educational events, and others are only learning from interactions with their colleagues. In order for modern blended learning to be successful, we need to create environments in which all of our learners can effectively learn, and feel confident that their time and attention is well-spent.
If we’re to become true partners in that process (instead of order takers and event managers), we need to create more relevant learning experiences that include anticipated and just-in-time job-related resources, collaboration opportunities with peers, as well as traditionally scheduled formal training.
So how do we get started? I find the five moments of learning need to be a great tool to help me ascertain how best to meet the demands of our evolving learners who are expecting a more personalized learning approach.
When we explore and recognize these moments of need, we can design, develop, deliver, and facilitate modern blended learning in a more personalized way for that learner who, let’s say, obtains their knowledge from a 50:40:30 formula of their own.
Below is an excerpt from an eBook titled, Engaging Modern Learners: When to Push and When to Pull, that explores these five moments of learning need:
- When learning for the first time. Generally that’s going to be scheduled; eLearning, blended learning, face-to-face experience teaching new skills. For new supervisors, it might be two days on site. This is something that training organizations do very, very well.
- When learning more. So we go back to supervisor training, maybe I need to give my direct report feedback for the first time and it wasn’t in my initial training. Now I’m trying to find the best way to learn that new skill. Maybe it’s a formal event, maybe I go to a mentor, maybe I look something up, maybe I rush into it without learning something. Identify those need moments when people will need to learn more and embed content in the right place.
- When remembering and/or applying what’s been learned. Maybe we taught a skill in three day class and six months later I need to use it. That’s a different moment. I need to refresh my skills. What can I pull from that original training that refreshes my skills in a way that works for me?
- When things go wrong. Not everything goes right. Maybe I’m managing a team meeting, and even though I practiced in my formal training, I’m not doing it well. How do we recover in that moment of need?
- When things change. There’s a change in workflow process, new boss, updating hiring system. If we anticipate that change, we can embed training in that moment of need.
For more information, check out the infographic, Engaging Modern Learners: When to Push and When to Pull. And watch for the new book to be available on Amazon in 2018.