We know that learning happens in a range of settings, in a range of ways; both informal and formal, on-the-job as well as in the classroom and can be as much about reflecting on practice as events such as workshops or conferences.
In recognition of this we’ve refocused our Professional Development approach from participation to practice; an emphasis on outcomes and the evidence of learning however it occurs.
Key to this approach is adopting a 70:20:10 development mindset.
At its simplest the 70:20:10 model describes learning as it naturally happens and this is reflected in our development conversations, goals and plans and in how we apportion our development efforts. This means your development plan should outline the activity you will undertake to address your identified development needs and it should strike an appropriate balance where:
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70% ON-THE-JOB
Learning happens as part of the daily work flow e.g. Participating in projects, taking on challenging assignments, trying new teaching methods 20% SOCIAL Learning occurs through interacting with others e.g. Coaching, peer observation, feedback, networking, learning through collaboration 10% FORMAL Through structured development activities e.g. Internal / external training, workshops, online courses, study, conferences |
The 70:20:10 principles suggests that approx. 70% of learning happens as part of the daily workflow, 20% through working and talking with colleagues and experts and 10% through structured development activities.
70:20:10 isn’t a ‘rule’ or exact formula. It is more a framework to help us re-focus from learning (input) to performance (output).
It is a way to identify and support learning wherever it happen and create a development mindset of continuous learning.
You can read more about the 70:20:10 including examples in the Development Planning Guide on the Performance Partnering Portal.