Christopher Saeger posted this item recently on the Social Learning Community about the 70:20:10 model and training planning, having seen it in the training magazine LinkedIn group. It got me thinking about the notion of development planning with its implicit focus on the future, rather than the present, and what's being taken-for-granted.
Christopher's reflection was that:
In summary some of the responses were that:
- 70 (@charlesjennings)
- The model is a statement of 'what is' not necessarily what 'should be' targeted (@britz)
I agree and my perspective is this:
Development planning is a common part of the annual performance discussion. It makes sense, doesn't it? Well to some extent, yes. But I think there is something being taken-for-granted which is that the discussion is only about what is to come rather than on what is being done and what has already been done. Continuous learning reflection is being drowned out by the needs of producing the annual plan.
I've just come back from a 'graduation day' for a fast-track scheme of young high potential managers that I've been working with over the past 18 months. One of their learning highlights was the encouragement to self-reflect on what they had been doing, getting feedback from others and note taking throughout their time on the programme.