Consider the following: “Combining development and work makes even more sense if you believe the long-accepted maxim that there is a 70/20/10 formula that applies to leadership development. (That formula suggests that 70% of what you learn about leadership comes from on-the-job experiences. Coaching from your boss and others gives you the next 20% and the final 10% comes from formal classroom development.)
While those exact numbers can be debated, most would say it is directionally correct. Why, then, do organizations spend virtually no time trying to gain a higher return from the 70%, a minimal effort on the 20%, and focus most of their resources on the 10%?
Answer the 4 questions below:
1. Discuss a time when you saw the 70/20/10 formula of leadership development in action. Do you agree that these are the correct percentages? If not, what is a more realistic breakdown?
2. What is the biggest problem you see with the 70/20/10 formula?
3. If you could reapportion the percentages as they should be instead of as they are, how would you weight the formula? For example, if the classroom portion should be 25%, where do you remove the extra 15% so it all still adds up to 100%?
4. Where in the 70/20/10 formula do you think coaching is most present? Where should it be?
Everwise. (2016). Model works, and how to implement it. Retrieved fromhttps://www.geteverwise.com/talent-development/why-the-702010-learning-model-works-and-how-to-implement-it/Robinson, C. (n. d.). 5 Ways to reinforce training in the workplace. Retrieved fromhttps://prositions.com/5-ways-to-reinforce-training-in-the-workplace/
