Finding that 20 percent
What is that 20 percent you ask?
In the context of your career growth and development, it is the often simple yet underutilized ways of learning.
Developed over three decades ago, the principles of the 70:20:10 model for learning and development can be a useful framework when developing your career growth plan. It suggests that we learn and develop 70 percent of our knowledge through on-the-job experiences and projects, 20 percent from feedback and through our interactions with others, and 10 percent from formal education courses.
In my previous roles within a global professional services firm, this model resonated for me as I developed my career. And, as I led teams and mentored or coached others, what I realized was that my colleagues did not take advantage of that 20 percent as often as they should.
“Is there a course for that?” is a top of mind question when considering what to include in a personal development plan. While formal learning can be a tremendous help, it is often a starting point for learning a new topic or build knowledge to the next stage of capability in an area. The real transformative development happens when this is combined with several on-the-job learning experiences and interactions with others over time.
Finding that 20 percent involves asking others to help you in your growth and development journey. Five ideas to get you started:
Get a coach – A coach can observe you and help to excel your performance and capabilities. Read more on The power of having a coach.
Create opportunities for yourself - Volunteer to assist on a project or buddy up with a colleague doing a project that you want to master. Two of my earliest career examples of finding that 20 percent had to do with client golf days and proposals. Starting out with just theory in my head, I assisted an experienced event guru on the team. Watching, taking notes, and adapting her approach to project plans, special touches to create a memorable event experience, and event run sheets with every detail thought through gave me an immersion to run future events successfully. The second example related to writing proposals to promote the firm’s services. It was like learning a new language to understand the breadth of services, delivery approach and related jargon. To be able to translate this into simple messages that convinced clients to select the firm, I suggested to my boss(es) that I go out with client teams to see them in action and to help out on projects. It was an invaluable, no cost experience that gave me exposure to the teams and client executives - setting the foundation for my deeper understanding and support for hundreds of successful bids later.
Embrace social learning – Host a virtual “ask me anything” (AMA) session as a team. We can all be busy with our heads down working on projects. Learning with others has never been easier with virtual conference calls and meet ups. Set this up and ask team members to share an area they are great at. It may be about building a client experience, market analysis for a strategic plan, storyboarding an idea or message, to developing a new process.
Leverage your network - Apply the AMA session to external speakers. Bridge introductions to others in adjacent industries who are experienced in an area and invite them to speak with you and your colleagues. Observe someone in your circle in action and then take the chance to talk with them on how they prepare, do it, and follow up…. then try it yourself!
Ask for feedback - Ask for feedback from your clients/customers and colleagues on HOW you did after each major project. Dive into more specifics to obtain constructive feedback for even the smallest improvements and for the things they liked most.
Own your development plan. Sometimes this could be heavier in one aspect, especially if you are gaining new knowledge in an area. Finding that 20 percent can enrich your development journey and make things fun.
Please share your creative ideas on finding that 20 percent by leaving a comment on Meiava’s LinkedIn post.
Photo: By fizkes | Shutterstock.
Source: Morgan McCall, Michael M. Lombardo and Robert A. Eichinger. 70:20:10 Model for Learning and Development. 1986.