This guideline for developing managers says that you need to have three types of experience:<\/p>\n
Challenging assignments (70 percent)<\/strong><\/p>\n Developmental relationships (20 percent)<\/strong><\/p>\n Coursework and training (10 percent)<\/strong><\/p>\n For those of us that like our information moments with a bit more filling and a little less bread, this is the theory that the majority of learning happens through job experience, as opposed to learning from peers or in a formal learning environment.<\/p>\n The Education Development Center study on the same topic is similarly often quoted:<\/p>\n \u201cHow much of my company learning is informal?\u201d is the wrong question and you could certainly spend a fair few dollars trying to work out the answer. The better question is \u201cHow do I engender a culture of learning<\/a> in the workplace every second of every day?\u201d<\/p>\n For that, we need to have a solid program of ongoing formal learning to create a culture of open minds, and a team that welcomes input and two-way feedback as part of the learning process.<\/p>\n We\u2019re all hard-wired for the informal learning process and as humans we have a natural knack for it. It may be an external meeting, an internal meeting, a coffee with a colleague or a friend, something we see on YouTube, Facebook, LinkedIn, Twitter or Instagram.<\/p>\n What formal learning can do for you is to accelerate this process by manipulating your learning curve and giving you better practice.<\/p>\n Take Hermann Ebbinghaus, a German psychologist who pioneered the experimental study of memory in the 19th<\/sup> century, and known for his discovery of the forgetting curve. Logically, he was also therefore the first person to describe the learning curve – the rate at which a person learns information.<\/p>\n The Learning Curve is based on 2 mathematical variables:<\/p>\n The Learning Coefficient\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The number of repetitions.<\/p>\n Your ability to perform an action grows as you double the number of repetitions of that action at the rate specified by your Learning Coefficient.<\/p>\n The problem with the 70:20:10 rule is that informal learning depends on how good our people are at learning how to learn, and how much practice they get.<\/span><\/p>\n Stands to reason that the quality of the formal learning, i.e. the 10%, will dictate the quality and rate of the 70 % and 20%.<\/p>\n Switch it so that it is the 10:20:70 model and now we’re talking. With the explosion of mLearning<\/a> and eLearning available, formal learning is certainly affordable and accessible and the barriers have come crashing down.<\/p>\n <\/p>\n70% of workplace learning is informal in nature.<\/strong><\/h2>\n
Mathematically Speaking:<\/strong><\/h2>\n
Non-mathematically speaking:<\/strong><\/h2>\n
Quite literally, practice makes perfect.<\/strong><\/h2>\n
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![\"Cudoo](\"\/blog\/wp-content\/uploads\/2018\/03\/cudoo-enterprise-demo.png\")
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