The 4 shortcomings of 70:20:10

There’s no shortage of blogs talking about the fast-paced, ever changing world that we live in, but some organisations are still grappling with understanding exactly what that might mean for them, and how they are going to keep up. Many organisations believe that the key lies in developing their people and their capabilities. New skill requirements are surfacing all the time; leading in ambiguity, working in remote teams and developing learning agility are all in-demand skills that weren’t quite so vital not that long ago. 

If you can identify what those future skill requirements are, and find a way to effectively equip your people with those skills, you stand a good chance of not only keeping up but establishing a sustainable competitive advantage. But how do you harness the changing nature of delivering training and development in this ever moving world?

That’s where 70:20:10 comes in.

Most of you are probably familiar with the concept of 70:20:10 as a model, it originated in the eighties and is widely used in organisations as a framework to create effective learning and development initiatives that will equip your people with the skills they need. In fact, it has garnered so much popularity over the years, over 60% of organisations report that they are using the 70:20:10 framework in some way.