I Believe in the 70:20:10 framework

Charles Jennings promotes a 70:20:10 framework for organizational learning, where on-the-job experiential/informal learning and social learning represent the preponderance of each employee’s overall learning. Only 10% is from formal learning activities. The reason this framework works is that it more … Continue reading →

“Good Enough” in Learning and Development

The nearly poetic tweet by Marcia Conner appeared at the top of my feed with just the title of a linked article: When “Good Enough” is Good Enough. And it was good enough, compelling me to click and read. As … Continue reading →

I Believe in the Many Emerging Roles for Learning and Development Professionals

The 70:20:10 framework helps to put the work of learning and development (L&D) organizations into perspective within the whole of employee learning (previous article). That leaves the question of what, if anything, should L&D do to facilitate the over 90% of learning that takes … Continue reading →