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Are you focusing on the wrong metrics for learning engagement?
Rather than formal learning, perhaps we should consider the 70-20-10 rule…
This is a concept commonly used in the field of learning and development. It suggests that individuals learn:
- 70% through on-the-job experiences and tasks,
- 20% through interactions with others (such as mentors, peers, or coaches),
- 10% through formal training programs or courses.
This rule highlights the importance of experiential learning and social learning in addition to traditional classroom-based instruction. Organisations often use the 70-20-10 model to design holistic learning and development programs that incorporate a variety of learning methods to maximise effectiveness; promoting continuous learning and skill development among employees.
70-20-10
70-20-10
1. Management Development Programme-
Proposal Type: 3-Month Management Development Programme
Objective: Designed a programme to enhance leadership, decision-making, and communication skills for mid-level managers in the NHS.
Scope: The programme included a mix of PowerPoint presentations and interactive Articulate Rise content, along with training videos featuring real-life NHS scenarios. It focused on developing leadership capabilities, conflict resolution, and staff management in a healthcare setting. Assessments and reflection activities were included to track participant progress throughout the course.
2. Sales Development Programme-
Proposal Type: Sales Development Programme for the Automotive Sector
Objective: Delivered a high-impact sales training programme aimed at Maserati’s sales teams, focusing on product knowledge, customer relationship management, and luxury sales techniques.
Scope: Using Articulate Storyline 360 and the Adobe Suite, the programme utilised enhanced graphics, interactive elements, and high-quality video content to reflect Maserati’s luxury brand image. The Adobe Suite was employed to create visually engaging assets, such as custom animations and graphics, ensuring a polished and immersive experience. The programme included scenario-based learning, role-playing exercises, and assessments to develop skills in negotiation, customer engagement, and closing sales with high-end clientele.
3. Manufacturing Health & Safety Programme
Proposal Type: Health and Safety Training for Manufacturing Staff
Objective: Developed a comprehensive blended learning programme focused on health and safety protocols for Encirc’s manufacturing teams.
Scope: The training included face-to-face workshops complemented by eLearning modules, addressing critical areas such as hazard identification, risk management, and equipment safety. Interactive activities were incorporated to engage learners and ensure understanding of compliance with health and safety regulations. Regular assessments and a feedback loop ensured continuous improvement.
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