tag:blogger.com,1999:blog-7743873.comments2023-12-14T12:23:41.494-08:00Big Dog, Little DogDonald Clarkhttp://www.blogger.com/profile/01980740206430947090noreply@blogger.comBlogger417125tag:blogger.com,1999:blog-7743873.post-27603875890811754922017-09-13T18:03:06.389-07:002017-09-13T18:03:06.389-07:00I appreciate that you point out in your first para...I appreciate that you point out in your first paragraph how limited the initial research was on the 70-20-10 model. I do agree that it is good to consider the great value in social and experiential learning and not simply focus on formal, classroom, training. I'm always interested in reading 70-20-10 discussions, due to the fact that this theory has been so long standing yet it was based on one research group of executives who looked back on their entire career and gave feedback about their own personal view of how they learned the most. Based on this limited data, I'm now asked by my employer to curate existing training activities for an entire division of IT employees that meets 70-20-10 ratios. As you can imagine, this is nearly impossible. I truly don't believe that anyone expects me to come up with a list where literally 70% of the activities are experiential. However, I have a hard time coming up with even 1% of specific experiential activities to add to the list. I ask SMEs and Management to list experiences that are available such as mentoring, job exchanges, stretch assignments and I get nothing in return. So, I've had to keep my recommendations very general. For my 70% curation, I pretty much put the responsibility on the employee and tell them to seek out opportunities to use their new skill on the job, seek out stretch assignments, etc. I'd love to be able to provide more specific recommendations. Does anyone have suggestions?Angie Carterhttps://www.blogger.com/profile/14103641421138999066noreply@blogger.comtag:blogger.com,1999:blog-7743873.post-71993944375418034082016-09-16T04:23:50.846-07:002016-09-16T04:23:50.846-07:00Thanks for the clarification. Do you know of any r...Thanks for the clarification. Do you know of any refernces where the 10.20.70 model has been adapted to the military training education environment. <br />We (New Zealand Defence Force) are moving through a major evolutionary phase in the evolution of how we deliver training and education and identifying the balance for future application is my current focus. I believe that there is a real place for micro learning and embracing the implications of the Ebbinghaus Forgetting Curve on the need for frequent refreshment of newly learned material along with a flipped classroom approach. How we fit this within the principles outline for 10.20.70 is part of the challenge.<br />Your suggestions would be welcomeAnonymoushttps://www.blogger.com/profile/00132643365226465040noreply@blogger.comtag:blogger.com,1999:blog-7743873.post-44957132387799329902016-07-16T06:12:12.162-07:002016-07-16T06:12:12.162-07:00Really worth to read all info, thanks allot.Really worth to read all info, thanks allot.Anonymoushttps://www.blogger.com/profile/07206848540025562945noreply@blogger.comtag:blogger.com,1999:blog-7743873.post-39988364920456926732016-01-24T08:51:48.757-08:002016-01-24T08:51:48.757-08:00I did not write that you had to spend an equal amo...I did not write that you had to spend an equal amount of resources. I wrote that 70-20-10 does not tell you if your design is right or wrong. 70-20-10 on tells you to, "me like me. Be like 70-20-10."Donald Clarkhttps://www.blogger.com/profile/01980740206430947090noreply@blogger.comtag:blogger.com,1999:blog-7743873.post-75068515743720760622016-01-21T14:36:44.477-08:002016-01-21T14:36:44.477-08:00Let me re-phrase... If 70% of learning in the work...Let me re-phrase... If 70% of learning in the workplace is done on the job (for the sake of argument, let's accept this as true) that does not mean we L&D folks need to spend 70% of our time and effort on OTJ.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7743873.post-32245520217585627622016-01-21T08:53:10.085-08:002016-01-21T08:53:10.085-08:00Hi Ryan,
The model is a number, thus how do you su...Hi Ryan,<br />The model is a number, thus how do you support a model that is entirely composed of numbers (70:20:10), but the numbers are not your goal?Donald Clarkhttps://www.blogger.com/profile/01980740206430947090noreply@blogger.comtag:blogger.com,1999:blog-7743873.post-70452788618828697122016-01-20T21:32:24.295-08:002016-01-20T21:32:24.295-08:00Thanks for the comprehensive post, Don.
However I...Thanks for the comprehensive post, Don.<br /><br />However I'm not sure I agree with your assertion early in the piece that "we know that 70:20:10 is the goal". I see 70:20:10 as a model of what "is" rather than what "should be".<br /><br />As L&D professionals, I see our goal to be supporting and facilitating learning with this model in mind, rather than proportioning our workload according to the numbers.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7743873.post-64948703435645563792016-01-19T19:01:50.790-08:002016-01-19T19:01:50.790-08:00Thanks, Don. Great explanation and usable ideas.Thanks, Don. Great explanation and usable ideas.JLFhttps://www.blogger.com/profile/15730545349219433610noreply@blogger.comtag:blogger.com,1999:blog-7743873.post-39332134283549304892015-03-15T20:55:00.039-07:002015-03-15T20:55:00.039-07:00Points 3, 6, and 7 are especially indicative of a ...Points 3, 6, and 7 are especially indicative of a change in the climate of leadership. As the author so very aptly pointed out, the world moves too fast for complex organizational structure that hamper efficiency. As the world grows smaller through globalization, more cooperative means of leadership have evolved to handle the challenges of operating in a modern day society. At the end of the day everyone wants to feel heard and valued. It is up to the leadership to encourage such a culture by modeling this behavior through coaching and other techniques.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7743873.post-53216509720176723312015-03-08T17:28:24.093-07:002015-03-08T17:28:24.093-07:00I agree that being a good leader means setting a g...I agree that being a good leader means setting a good example. You have to show your employees that you mean what you say. Trusting that a leader will do the right thing is a very important part of leadership. Often times I find it helpful to write down the actions I am going to take. This helps me remember the promises I have made to both myself and other coworkers.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7743873.post-81358173416669029512015-02-17T04:45:58.924-08:002015-02-17T04:45:58.924-08:00thanks these were helpful x
Kerry Austinthanks these were helpful x <br /><br />Kerry AustinKerryhttps://www.blogger.com/profile/09745940804650748380noreply@blogger.comtag:blogger.com,1999:blog-7743873.post-34824794436106197762015-01-30T01:06:04.134-08:002015-01-30T01:06:04.134-08:00How about Brain-Based learning? where would that b...How about Brain-Based learning? where would that be on the map? (it's also not on Clark's list)Tysseerhttps://www.blogger.com/profile/12197603344333246408noreply@blogger.comtag:blogger.com,1999:blog-7743873.post-43367580262936993712015-01-23T17:31:17.234-08:002015-01-23T17:31:17.234-08:00I believe the biggest motivators og kids doing wel...I believe the biggest motivators og kids doing well in school are their parents.<br /><br />This same principle is also the driver of motivation in the workplace -- it is the workers' managers/supervisors who have the most impact. Employees do most often what their managers emphasize, and tend to ignore the things their managers do not care about.<br /><br />Thus, the managers/leaders need to be part of the learning processes. For example, the manager needs to discuss with her employees the importance of the training they are about to receive and what she and them expect to get out of it.<br /><br />An excellent book that covers this is " The Six Disciplines of Breakthrough Learning: How to Turn Training and Development Into Business Results" by Wick, Pollock, Jefferson, and Flanagan.Donald Clarkhttps://www.blogger.com/profile/01980740206430947090noreply@blogger.comtag:blogger.com,1999:blog-7743873.post-44868312283136206182015-01-23T16:13:02.803-08:002015-01-23T16:13:02.803-08:00Good point Rachel! While I did not specifically me...Good point Rachel! While I did not specifically mention follow-up, I did mention in number 6 - "Failing of the Learning and Development Team to Learn from Their Successes and Failures", that we need to evaluate our processes.Donald Clarkhttps://www.blogger.com/profile/01980740206430947090noreply@blogger.comtag:blogger.com,1999:blog-7743873.post-89294807604882299542015-01-18T13:21:34.879-08:002015-01-18T13:21:34.879-08:00Leadership skills are an important attribute for a...Leadership skills are an important attribute for any person to have. I appreciate all seven principles presented. Especially interesting to me is titled "Coach Your Followers" and the accompanying reading on Motivation and Drive http://nwlink.com/~donclark/leader/leadmot.html. Your principles are easily applied to the business model and I see great value. I am wondering if research has been done in the K-12 setting where classroom teachers act as leaders of their organization. I taught middle school students for several years and I am now training for a career in Instructional Design. Motivation has always been a topic that teachers have struggled with. Some students (co-workers) are not motivated to participate in the curriculum (organization). Rewards are devised, student input is encouraged, but in the end, student motivation lacks and thus student achievement fails. How would you alter your model or advise teachers in coaching their followers? How would you set up an ideal classroom? What types of motivators would you reccommend? Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7743873.post-60442277318142356942015-01-17T19:40:52.425-08:002015-01-17T19:40:52.425-08:00I think this blog gives great insight on how to be...I think this blog gives great insight on how to be a leader. As an instructional designer, I think it is important to have leaderships skills. Simply because being a leader is very important in giving out instruction. You have to be able to stand behind whatever it is you bring forth to a organization. If you (Instructional Designer) is unsure, how do you think the client/student will follow. When I go to training and the instructor seems to be unclear of the topic, I lose interest. This blog is a great resource for me to use for the future.Anonymoushttps://www.blogger.com/profile/13231077873735763159noreply@blogger.comtag:blogger.com,1999:blog-7743873.post-54147270799237611332015-01-17T08:49:04.869-08:002015-01-17T08:49:04.869-08:00As a training manager, this post hit home for me. ...As a training manager, this post hit home for me. I cannot tell you how many meetings I have been in with various departments and their leaders where the discussion has centered around increasing production. The immediate conclusion all department leaders come to is that it is a training issue. I came to the point where I wanted to pull my hair out. It is often an issue that training can address, but the words "it is a training issue" never addressed the real issue. It came down to pointing fingers at the training department versus addressing the real issues. It was a pure waste of time. <br /><br />The conversations could have been so much more productive if the department leaders would have come prepared with real data. The use of real data to identify gaps and training opportunities is necessary. Data can drive us right to the problem area. It gives us a starting point. The training team can then begin to work more in depth with the managers to narrow down the scope.<br /><br />I didn't read anything about follow up being a vital piece of the training model. Time must be made to follow up on whether or not the training has been implemented. This has to be a partnership between leaders and the trainers. If follow up is not conducted, you might as well not even conduct training. This shows the associates the expectation that training needs to be implemented, and that they will be held accountable to that. This is something instructional designers need to keep in mind as they create materials. How will follow up be implemented?<br />Anonymoushttps://www.blogger.com/profile/07829677638955990626noreply@blogger.comtag:blogger.com,1999:blog-7743873.post-53755348740417624522015-01-14T13:40:31.234-08:002015-01-14T13:40:31.234-08:00Great points. I am curious as to your thoughts on ...Great points. I am curious as to your thoughts on #4. <br />"Combat complexity and change with learning<br />Not only must you coach your followers, you must also change the culture to a mindset of a learning organization. You cannot be the only coach — the entire organization needs to know the skills, have the technologies, and be in climates that allow's them to help develop others through both formal and informal experiences"<br /><br />What do you feel are the best ways in which to cultivate learning in an organization? I have worked for a large corporation for nearly a decade and that type of mindset seems very difficult to enact. While change and "a healthy organization" are consistently preached, very little is done to support those concepts. What have been your experiences in allowing coaching to prevail?Stephanie Stechenfingerhttps://www.blogger.com/profile/07640205334571902893noreply@blogger.comtag:blogger.com,1999:blog-7743873.post-59793684790660908762015-01-11T05:32:04.611-08:002015-01-11T05:32:04.611-08:00I enjoyed reading this post. As an instructional d...I enjoyed reading this post. As an instructional designer we need to understand the learner and the learning environment. This information is useful and helps instructional designers understand the importance of aligning learning to ensure the content meets the needs of the learner for a positive impact on learning.Anonymoushttps://www.blogger.com/profile/08225843657607711195noreply@blogger.comtag:blogger.com,1999:blog-7743873.post-56953762805482044862014-12-29T15:34:09.509-08:002014-12-29T15:34:09.509-08:00Kia ora Ken! Thank you very much - I'm glad yo...Kia ora Ken! Thank you very much - I'm glad you enjoyed the post!Donald Clarkhttps://www.blogger.com/profile/01980740206430947090noreply@blogger.comtag:blogger.com,1999:blog-7743873.post-61400636267406492002014-12-27T17:21:00.403-08:002014-12-27T17:21:00.403-08:00Kia ora Donald! This is a brilliant analysis of al...Kia ora Donald! This is a brilliant analysis of all the things that (can) go wrong with training and it applies to a wide spectrum of situations. I specially like your quadrant chart for identifying performance problems - so simple yet so apt as a preliminary diagnostic. Of course, what can be written in the bubbles A to D is a huge series of topical and contextual scenarios to fit the needs.Blogger In Middle-earthhttps://www.blogger.com/profile/08722634477041121797noreply@blogger.comtag:blogger.com,1999:blog-7743873.post-40732851559118422382014-12-10T22:38:50.347-08:002014-12-10T22:38:50.347-08:00Thanks for sharing such a brilliant ideas. i just ...Thanks for sharing such a brilliant ideas. i just love them all.<a href="http://www.findmypetapp.com/dog-food-recipes" rel="nofollow">dog food recipes</a>Anonymoushttps://www.blogger.com/profile/06215786991184520008noreply@blogger.comtag:blogger.com,1999:blog-7743873.post-80231640874028227352014-08-27T03:37:57.749-07:002014-08-27T03:37:57.749-07:00Don - I'm teaching a class on Instructional De...Don - I'm teaching a class on Instructional Design and wanted to introduce my learners to your wonderful site. I haven't visited in a while, and just saw the note that Kim passed away. I'm so sorry for your loss. I'm sending you a big hug through the Internet.Anonymoushttps://www.blogger.com/profile/04373161877781279762noreply@blogger.comtag:blogger.com,1999:blog-7743873.post-89975789679748863622014-08-12T14:26:31.906-07:002014-08-12T14:26:31.906-07:00Thanks!
JaneThanks! <br /><br />JaneJane Bozarthhttps://www.blogger.com/profile/09179488095482056918noreply@blogger.comtag:blogger.com,1999:blog-7743873.post-33973844090998262972014-06-16T19:10:59.238-07:002014-06-16T19:10:59.238-07:00Nicely done. I used your website in a class assig...Nicely done. I used your website in a class assignment and used your recommended APA reference for the leadership information. Thank you. <br /><br />Regards,<br />EricAnonymoushttps://www.blogger.com/profile/07973758871293148114noreply@blogger.com