Craft a 70 20 10 learning plan for improved performance

A well-designed developmental plan can enhance employee skills, improve job performance, and foster a culture of continuous learning.

One popular approach to employee development is the 70 20 10 Development Plan, which emphasizes a balanced combination of experiential learning, social learning, and formal training.

This guide will provide an overview of the 70 20 10 development plan, discuss its key steps, highlight its theory, and outline its benefits.

Background: The Need for a Developmental Plan in Corporate Settings

In a competitive business environment, organizations must invest in the growth and development of their employees to stay ahead.

A developmental plan serves as a roadmap for employees to acquire new skills, knowledge, and experiences that align with their career goals and the organization’s objectives. It helps employees identify their zone of proximal development and areas for improvement, suggest employee development courses, set goals, and chart a path for their professional growth.

Additionally, a well-executed developmental plan can boost employee engagement, job satisfaction, and retention rates. We frequently hear this from clients with teamwork training needs.

10 Steps to Develop a 70 20 10 Development Plan

1. Assess Individual Needs: Begin by thoroughly assessing each employee’s current skills, competencies, and developmental needs. This step helps identify areas where employees require improvement or further development.
2. Set Clear Goals: Collaborate with employees to set clear and specific development goals that align with their career aspirations and the organization’s strategic objectives. These goals should be challenging yet achievable.
3. Identify Experiential Learning Opportunities: Encourage employees to undertake new projects, assignments, or job rotations that provide hands-on learning experiences. Experiential learning allows individuals to apply their skills in real-world scenarios and gain valuable insights.
4. Promote Social Learning: Facilitate opportunities for employees to learn from their peers, mentors, and colleagues. Encourage knowledge sharing, mentoring relationships, and collaborative projects to foster a culture of continuous learning.
5. Provide Formal Training: Offer formal employee training programs, workshops, seminars, or courses to address specific skill gaps or enhance existing competencies. Depending on the organisation’s resources and requirements, these programs can be conducted internally or externally.
6. Leverage Technology: Utilize technology-enabled learning platforms, such as online courses, webinars, or e-learning modules, to provide flexible and accessible learning opportunities for employees. This step ensures that learning can take place anytime, anywhere.
7. Encourage Reflection and Feedback: Create a supportive environment where employees can reflect on their learning experiences and receive constructive feedback. Regular feedback sessions help individuals identify areas of improvement and make necessary adjustments to their developmental plans.
8. Monitor Progress: Regularly track and monitor employees’ progress towards their development goals. This step allows for timely interventions, adjustments, and recognition of achievements.
9. Provide Coaching and Mentoring: Offer coaching or mentoring programs to support employees’ development journeys. These programs provide guidance, support, and personalized feedback to help individuals overcome challenges and maximize their potential.
10. Evaluate and Celebrate Success: Conduct periodic evaluations to assess the effectiveness of the developmental plan and make necessary improvements. Celebrate employees’ achievements and recognize their growth to reinforce a culture of continuous learning and development.

The theory behind Development Plans

The 70 20 10 Development Plan is based on the Center for Creative Leadership research. It suggests that 70% of learning and development occurs through on-the-job experiences, 20% through social interactions and feedback, and 10% through formal training programs.

This theory recognizes the importance of experiential, social, and formal training in an individual’s development journey.

Features and Benefits of a 70 20 10 Development Plan

• Balanced Approach: The 70 20 10 Development Plan ensures balanced learning experiences, fostering holistic growth and development.
• Cost-Effective: By emphasizing on-the-job experiences and social learning, organizations can reduce their reliance on expensive formal training programs.
• Increased Engagement: Employees are more engaged when they have hands-on learning, collaboration, and continuous feedback opportunities.
• Customization: The 70-20-10 approach allows for personalized development plans tailored to individual needs and career aspirations.
• Continuous Learning Culture: Implementing a 70 20 10 Development Plan promotes a culture of continuous learning, where employees are encouraged to seek growth opportunities and share knowledge.

10 Development Planning Tips

1. Involve employees in the development planning process to ensure ownership and commitment.
2. Align development goals with the organization’s strategic objectives.
3. Provide resources and support for employees to pursue their development goals.
4. Encourage employees to seek feedback from peers, mentors, and supervisors.
5. Foster a learning culture by recognizing and rewarding employees’ learning achievements.
6. Regularly review and update development plans to adapt to changing needs and priorities.
7. Offer various learning opportunities to cater to different learning styles and preferences.
8. Encourage employees to take risks and embrace new challenges to facilitate growth.
9. Provide opportunities for employees to share their knowledge and expertise with others.
10. Continuously evaluate the effectiveness of the development plan and make necessary adjustments to ensure its success.

By following these steps and tips, organizations can create effective 70 20 10 Development Plans that empower employees to reach their full potential and contribute to their success.

Catherine Fitzgerald B.A. M.A. PGDip( Founder )

With 30+ years of experience, Catherine Fitzgerald, B.A., M.A., PGDip, founded Oak Innovation in 1995. Catherine received her Bachelor’s degree and Master’s from University College Cork. She holds qualifications in Professional Development And Training from University College Galway. She is completing a second Master’s from University College Cork. Since 1995, clients include Apple, Time Warner, and Harvard University.