The Power of 70 20 10 in Maximizing Personal Development
Personal development is a lifelong journey that requires continuous learning, growth, and self-reflection. It’s a process of exploring your skills, knowledge, and experiences to achieve your full potential. To maximize personal development, you need to embrace new challenges, seek feedback, and continuously reflect on your progress.
However, with the abundance of information and resources available today, it can be overwhelming to know where to start. This is where the 70 20 10 model comes in.
What is the 70 20 10 Model?
The 70 20 10 model is a framework that suggests how people learn and develop. According to this model, 70% of learning happens through on-the-job experiences, 20% through social interactions and feedback, and 10% through formal training and education.
This model was first introduced by Morgan McCall, Robert Eichinger, and Michael Lombardo in the Center for Creative Leadership’s book, “The Career Architect Development Planner.” It has since been widely adopted in the field of human resource development as a useful tool for designing effective learning and development programs.
The Power of 70 20 10 in Personal Development
The 70 20 10 model is not just a framework for designing training programs; it can also be applied to personal development. By understanding how people learn and develop, you can use this model to design your own learning and development plan.
Here’s how you can apply the 70 20 10 model in personal development:
The 70% – On-The-Job Learning
The majority of your learning and development will come from on-the-job experiences. This includes challenges, projects, assignments, and tasks that are part of your daily work. To maximize on-the-job learning, you need to seek out new challenges, take risks, and embrace failure as an opportunity to learn.
Here are some tips for maximizing on-the-job learning:
– Set challenging goals for yourself
– Volunteer for new projects and assignments
– Seek feedback and guidance from colleagues and mentors
– Reflect on your experiences and identify areas for improvement
The 20% – Social Learning and Feedback
Social learning and feedback are critical to personal development. You can learn a lot from your colleagues, mentors, and peers through informal conversations, feedback sessions, and networking events. By seeking out feedback and sharing your experiences with others, you can gain new insights and perspectives that can help you grow and develop.
Here are some tips for maximizing social learning and feedback:
– Build relationships with colleagues and mentors
– Seek feedback on your performance and ask for specific areas of improvement
– Attend networking events and industry conferences to meet new people and learn new ideas
– Share your experiences and insights with others to gain new perspectives
The 10% – Formal Training and Education
Formal training and education can be a valuable tool for personal development. This includes attending workshops, seminars, and online courses that are relevant to your field of work. However, it’s important to remember that formal training and education should be just one part of your overall learning and development plan.
Here are some tips for making the most of formal training and education:
– Identify training and educational opportunities that align with your goals and interests
– Take advantage of employer-sponsored training programs
– Attend conferences and seminars to learn about new trends and best practices
– Apply what you learn to your daily work and reflect on how it has impacted your development
Conclusion
In summary, to maximize personal development, you need to take a holistic approach that includes on-the-job learning, social learning and feedback, and formal training and education. The 70 20 10 model provides a useful framework for designing your own learning and development plan. By embracing new challenges, seeking feedback, and continuously reflecting on your progress, you can achieve your full potential and reach your career goals.
