Ten Thousand Coffees’ Post

Social learning—structured developmental relationships and interactions with peers, mentors, and subject matter experts—is your organization’s secret weapon. Here’s why ➡️ With the 70/20/10 learning model, we know that only 10% of learning actually comes from formal training. The rest comes from on-the-job learning (70%) or social learning (20%). And what happens when we neglect the 20% of learning that comes from social interaction? We create a massive knowledge gap that makes it difficult for employees to apply their formal training (10%) into doing on-the-job. With the ever-growing skills gap and evolution in the modern workplace, your organization needs to find ways to go beyond traditional classroom training and elevate employee learning and development. The solution? Social learning. 💡Keep reading to explore tactical solutions for creating a high-performance culture through social learning strategies. ➡️ https://hubs.ly/Q02CmYnz0 #sociallearning #learninganddevelopment #sociallearningsoftware #learninganddevelopmentsoftware #talentdevelopment #leadershipdevelopment #hrleaders #10KC

Social learning—learning that happens through developmental relationships and interactions with others—has quickly emerged as the secret weapon for driving organizational performance and learning outcomes So, why aren’t more organizations adopting social learning in the workplace? The reality is that social learning—while incredibly effective—can be difficult to deploy at scale. But with stakeholder buy-in and the right strategy and tools in place, it doesn’t have to be. Here’s how you can deploy the right strategies and tools drive performance with social learning ➡️ https://hubs.ly/Q02J7t9J0 #sociallearning #hrtech #talentprograms #talentdevelopment #businessperformance #10KC

In recent years, 28% of companies embraced social learning, indicating that social learning is actively shaping the future of workplace education. Check out our blog to find out what social learning is, and why it's so important for corporate learning and development: https://bit.ly/3IHTlpV #Learning #EdTech #technology

Have you considered microlearning as a development strategy for your team? The reality is our brains now have less patience and focus with content we’re consuming. "The foundation of microlearning is delivering easily digested, ‘bite-sized’ training sessions on digital learning platforms that can be accessed from anywhere." See my article in The European Business Review to hear more about this solution to keeping training at the forefront amidst day-to-day responsibilities. https://lnkd.in/g8QyrRKJ #managertraining #managerdevelopment #managerbootcamp

69% of respondents to a recent LinkedIn poll cited time and cost as the main reasons for the lack of support for learning within their organisation. That boils down to perceived value! All L&D professionals know the value of learning and development. But how do we convince the wider organisation and get the investment we need, especially in these straightened times? The answer lies in talking the lingo – productivity boost, cost savings and increased revenue. Find out how here: https://bit.ly/48ESSj7 #Learning #LearningAndDevelopment #EmployeeUpskilling #OnlineEducation

Learning and development (L&D) programs can build critical skills, inspire innovation, and open doors to advancement. But when employees have calendars full of meetings, inboxes packed with emails, and to-do lists punctuated by pressing deadlines, how can their companies help them find the time and energy they need to make the most of their learning opportunities? Some employers are getting creative by offering incentives and appealing to people’s motivations. In the article below are five strategies used by different organizations to motivate active learning and push educational opportunities higher up the to-do list. What strategy do you use in your organization to motivate active learning? #drivelearning #learning #learningmotivation #learningstrategy

The Power of Social Learning: Transforming Workplace Training Almost it has been many years now since when i started using the the Social Learning Theory, developed by Albert Bandura, which completely transformed my approach to Learning and Development (L&D).💫💫💫💫 Social Learning Theory emphasizes learning through observation, imitation, and modeling. It suggests that people learn best when they can see and interact with others, rather than through solitary study or passive reception of information💥💥💥. Having decided to put this theory into practice by emphasizing more on mentorship and coaching led programs, I have Experienced remarkable results where employees were paired with newer team members, providing a model of best practices and behaviors. Working on collaborative projects and peer review sessions, where team members could observe, critique, and learn from each other’s work. The impact was immediate and profound. & members adapted to the overall culture. The team dynamic became more collaborative and innovative. Here are a few ways to harness Social Learning Theory in workplace: 1. 🔗Encourage Mentorship: Pair less experienced employees with veterans to facilitate knowledge transfer and skill development. 2. Promote Collaboration🙋♂️🙋♂️: Use group projects and team activities to foster a culture of shared learning. 3. Utilize Technology: Leverage social platforms and online communities to enable knowledge sharing and peer learning.💻💻 By integrating Social Learning Theory into L&D strategy, we created a more dynamic and engaging learning environment. This approach not only improved individual performance but also strengthened our team as a whole. #LearningAndDevelopment #SocialLearning #Mentorship #Teamwork #EmployeeEngagement #ProfessionalGrowth #CollaborativeLearning #KnowledgeSharing #OrganizationalDevelopment #WorkplaceLearning #Leadership #Training #CorporateCulture #Innovation #GrowthMindset

BUILDING A SKILLS-BASED STRATEGY Happy to say that our latest article, “Help Your Employees Develop the Skills They Really Need,” has just been published in Harvard Business Review. A lot of gratitude for my incredible co-authors, Greg Satell and Abhijit Bhaduri, for their friendship and partnership on this piece. Breaking Down the 70/20/10 Learning Model In today’s ever-evolving landscape, traditional learning methods no longer suffice. This calls for a more nuanced, dynamic approach that balances various types of learning. The 70/20/10 model captures this essence by advocating for a blend of experiential, social, and formal learning. • 70% Learning in the Flow of Work (Experience): This isn’t about rote learning or completing assignments. It’s about direct, hands-on involvement with tasks that mirror real-world applications. These experiences provide immediate feedback and offer invaluable learning opportunities that no classroom setup can replicate. Think of it as learning to swim by actually jumping into the water. • 20% Social Learning (Exposure): There’s a tremendous benefit in learning from others. Be it through mentorship, peer discussions, or even casual conversations, social interactions often provide “aha” moments that help solidify our understanding. These experiences contribute to skill-building and happen organically in a team-based or community setting. • 10% Formal Instruction (Education): While real-world application and social learning are critical, they do not replace formal instruction. Structured courses and programs give learners the essential foundational knowledge upon which they can build further through experience and exposure. A huge shout-out to Alex O'Brien, CEO of BOC Bank, for successfully implementing the 70/20/10 model to nurture talent emerging from our programs. The initiative at BOC exemplifies how real skills can be developed in the flow of work, validating the model we discuss in our HBR piece. It also helps them differentiate in their industry and as an employer. At Innovation Outpost, we believe in the power of learning by doing. That’s why we’ve developed programs that go beyond classroom instruction to include real-world projects. Learners get to be part of a project team, receive mentoring, and work on projects that build employable skills and enrich their resumés. Your individual skill set and organizational capacity are not a static inventory but a dynamic asset. It’s time for organizations to transition from a “war for talent” to a more sustainable, skills-based strategy. Please enjoy the article and consider how you might employ the 70/20/10 model to build skills across your organization.

Learning happens all the time. A crucial element that gets overlooked in workplace learning are the informal learning experiences. https://ow.ly/CPKa50PHnYf #continuouslearning #learningexperience

🌟 Discover the power of active learning in reshaping workforce skills! This insightful article sheds light on why engaging, hands-on learning is crucial for modern businesses. It's a thought-provoking read on nurturing crucial skills like teamwork and communication. Highly recommended for forward-thinking professionals! https://buff.ly/3vNzrqv #FutureOfWork #LearningAndDevelopment