In the context of learning and development (L&D), professionals working in this space are familiar with the 70-20-10 model. The model states that the individual learning should be sourced from 10% formal education events such as courses or books, 20% social learning, and 70% on-the-job application.
As per this model, formal learning events should constitute only a small percentage of a learner’s education. However, learning professionals often end up spending the majority of their time and training budget on such events.
Businesses often deviate from best practices to track and report on training programs. Talking about the reports/statistics, it often only shows how many people completed a course or how satisfied they felt about the experience. In this instance, they did not learn how to apply it in their daily work.
One can implement social practices in their learning programs by including brainstorming, forming learning groups, sharing internet resources, stimulate exchange, knowledge sharing, amongst peer group via, informal chat sessions, hearing from others’ experiences, asking questions and troubleshooting in a safe space. By sharing what they know builds their confidence in that topic.