6. Let’s Discuss
Why is “development”
so important?
• Do you have different needs
from your peers?
• How can a person’s needs
vary?
• Why is it so important to focus
on your individual development
needs?
7. What does it mean to “own your
development?”
Let’s list our ideas on the chart.
Let’s Discuss
8. Why is it so important to take ownership of
your own development?
• You know your development needs
• You know your schedule
• You know your preferred learning style
• You know your short and long-term goals
• You know what motivates you!
Let’s Discuss
9.
10. Who benefits when you take the time to
focus on your development needs?
• Customers (external AND internal!)
• Peers
• Manager
• Your family
• Yourself
Let’s Discuss
11. Ask yourself 2 questions when considering
your development needs:
Two-Step Process
In what areas
do I need
development?
How do I get
development
in these areas?
Whole-Person
Development
70:20:10
Learning
13. What is “Whole-Person” Development?
Whole-Person Development
is a concept that focuses on
employee development in 3
primary areas:
1. Skill Development
2. Professional Development
3. Personal Development
Professional
Development
Personal
Development
Skill
Development
19. What is 70:20:10?
The 70:20:10 Learning Model suggests
that the majority of what people learn is
done through practical, informal means.
70:20:10 Learning Model
Informal, practical
Building
Relationships
Formal Training
20.
21.
22. What does 70:20:10 Look Like?
TRUTH: You can only learn so much through training.
Your best teacher will be a combination of building
relationships and on-the-job experience.
10%
Training
20%
Coaching &
Relationships
70%
Practical Work Experience
70% 20% 10%
On-the-Job training
Shadowing &
Observation
Stretch
assignments
Delegation from
manager
New projects
Supervisor
coaching &
feedback
Peer-to-peer
sharing
Team meetings &
discussion
Networking
Cross-functional
projects
Classroom Training
New Employee
Orientation
Online courses &
tutorials
External
conferences
Certifications
Licensing
Continuing
education
23. Ask yourself 2 questions when considering
your development needs:
Two-Step Process
In what areas
do I need
development?
How do I get
development
in these areas?
Whole-Person
Development
70:20:10
Learning
24. Small Group Discussion
Be prepared to share your list
with the group.
In your small group, choose a topic from your
Whole-Person Development discussion. Brainstorm
ideas to incorporate the 70:20:10 Learning Model to
develop in that area.
Time limit: 5 minutes
26. Tips for Developing Others
• Take the time to have regular
conversations about your
employees’ development needs
• Seek out opportunities for
70:20:10 learning that align with
development needs
• Encourage on-the-job
exploration and peer-to-peer
collaboration
• Provide ongoing feedback on
development progress
28. Your Action Plan
Think about different
areas where you might
benefit from training or
professional development:
Use your handout to create an action
plan:
• What is your development goal?
• Where does it fall in the Whole-Person
Development model?
• How can you learn using the 70:20:10
approach?
• Use Learning & Development offerings
as a starting point
Time limit: 5 minutes
29. Key Messages
• Employee development is not
“one size fits all,” but rather “one
size fits ME”
• You know your needs best, so
it’s important to own your
development
• Development needs can be skill-
based, professional or personal
• Effective learning follows the
70:20:10 approach
30. Tools & Resources
Want to learn more about owning your
development or supporting employees in
their development?
• Helpful resources listed in your handout
• Today’s slides available for download on
Slideshare (slideshare.net/michellebaker)
Got questions? Need more info?
Email: phasetwolearning@gmail.com
Twitter: @MichelleLBaker
