Time catches up with every business eventually, and this also applies to the traditional learning function. In the last century it was OK to place the focus on training. Today this is no longer an effective response if the learning function is to contribute to learning at the speed of performance. This can be achieved…
Learning professionals can use 70:20:10 to expand their range of services, create a positive business case and gain an automatic place at the management table. It sounds too good to be true but if you implement 70:20:10 correctly it’s possible. Don’t confuse training with learning in organisations Organisations thrive or fail depending on their ability…
The 70:20:10 expert as business partner Is L&D (Learning and Development) prepared for future challenges? Can we really afford to continue with twentieth-century roles, tasks and services when the world around us is changing so much? It’s time for L&D professionals to change too, so that instead of acting as training advisors they add value…
New roles and services for HRD with 70:20:10 There is a great deal of interest in 70:20:10 but it is not an easy task to base organisational learning on this methodology. We have therefore introduced five new roles for HRD (Human Resource Development) professionals seeking to implement the model. In this way HRD can expand…
