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Author's profile photo Amanda Maguire

Is the 70:20:10 approach disrupting the L&D world as we know it?

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How SAP delivers this model internally to drive business through the SAP ecosystem

What a fascinating experience it is to investigate what we all know already.  My interest this week arose from researching the 70:20:10 model of learning and development. Made famous in 1996 by, Morgan McCall and his colleagues working at the Center for Creative Leadership (CCL), it has taken root in the psyches of management learning and many organisations now use it as a framework from which to create their learning strategies.

In summary, it was based on a survey carried out in 1996 asking nearly 200 executives to self-report how they believed they learned.  The researchers, McCall, Lombardo and Eichinger inferred that:/wp-content/uploads/2016/07/702010_998249.png

“Lessons learned by successful and effective managers are roughly:

  • 70% from challenging assignments
  • 20% from developmental relationships
  • 10% from coursework and training

It is highly respected by many but significantly criticised by others.

I suggest that regardless of the precise percentages or proofs, we can say the following:

  • People learn through a variety of means: formal instructor led-classroom training, virtual instructor-led training, eLearning, webinars, research, social learning.
  • What matters is the right training at the right time.

SAP Learning Hub and SAP SuccessFactors Learning enable right learning, right method, right time

The good news is that our technology provides considerable opportunities to support widely varied learning needs and to ensure that people do get the right training at the right time At SAP we used all of the following to develop our internal capability and external learning delivery model.

  • Vast libraries of expert content – Learning needs that arise during challenging assignments can be addressed on demand on a self-service basis from reliable sources. This way people can learn on a real time need to know basis, thus optimising their use of time. Watch the SAP Learning Hub video.  Watch Fran Hemmings introduce SAP Learning Hub.
  • Highly user-friendly collaboration sites – Organisations are increasingly able to make use of social learning – pooling knowledge and experience either through sharing documents, presentations, videos, podcast, webinars and other resources as well as entering live learning rooms to ask experts for answers to specific questions. Watch how SAP Jam supports collaborative learning.
  • Learning management systems – Learning and assessment being linked to people’s job-roles so that an organisation can be certain that the people in the jobs are suitably trained and qualified to carry out key activities – this is increasingly important in highly regulated areas such as finance and safety. See our introduction to SuccessFactors Learning.

For large global organisations the automation of learning is now critical.  The size and complexity of the typical workforce means that automation enables organisations to:

  • Provide the right learning at the right time thus maximising appropriate learning and minimising time spent on it
  • Capitalise on internal (and external) expertise
  • Ensure they meet increasingly stringent compliance rules
  • Introduce innovations swiftly

If you missed last week’s Wise Up Wednesday webinar why not watch it now to find out how SAP internalised this process and succeeded in implementing SuccessFactors Learning and SAP Learning Hub to our internal customers and how we rolled SAP Learning Hub out to our customers as a formal digital learning platform?

If you know that there’s more you could be doing to capitalise on these latest technologies but don’t know where to start contact one of our Learning experts.

As this week’s blog bonus, here’s a link to an article by Patrick Willer, Workforce Innovation, SAP published on Forbes online – Millennial Employees Will Dominate The Workforce. Is Your Business Ready?

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