Have you heard of the 70:20:10 model of learning? Chances are that you have.
The idea is that you obtain 70% of your learning from on the task assignments, 20% is from social interactions with peers and 10% is from actual structured courses.
70:20:10 model of Learning and Development
What do you think about the model? Do you agree?
I don't think it's exactly that stringent for everyone, but more or less it's a good representation of how all of us actually learn in real life in our jobs.
The 10% formal learning is always planned for with in person or online courses - synchronous or asynchronous. Simple enough.
The challenge is that the other 90% of learning is left to chance to have the employees figure it out by themselves.
Why not plan for that part as well?
It would reduce user frustration and incoming support tickets while increasing job satisfaction and adoption of your applications and processes. Sounds pretty logical to do right?
Let's dive in a bit deeper...
The way I look at how to design blended learning for a learner to incorporate the 70:20:10 model is a combination of deep learning courses, regularly conducted short (30 mins to 4 hours) events like webinars or orientation sessions and an omnipresent Digital Coach like VisualSP.
A digital coach, in case you're not familiar, is a mechanism through which you provide continuous contextual microlearning to your users in context of their own environment, in the flow of their work and at their moment of need.
Over time, you can even replace the need for conducting formal courses for existing employees with on the job learning provided by these regularly held learning events and a digital coach that's always available to guide and inform them as the need arises.
The 70:20:10 Learning and Development model in action!
I don't mean to discount the need for deep learning through courses. There will always be a need for that depending on the circumstance and user motivation.
Having said that, pulling away large chunks of your workforce for a 3 day comprehensive class that no one wants to go to is not the answer. No one appreciates this type of "forced learning" and the retention of the info in the class is marginal at best over the long term anyway. We all know that. It's better instead to follow the natural trajectory of the employee learning journey.
Employee Learning Journey
So consider the blended learning model I described above where the employees always feel supported at their moment of need. In the world that we live in today where employees have many options of where to work, this type of support to users is not just a good to have but a necessity. Let us know if we can help.
Fuel Employee Success
