Using The 70:20:10 Model In Workforce Training
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Challenges Of The 70:20:10 Model

The 70:20:10 model can also help organizations achieve a massive boost in their employees’ productivity level. While all this contributes to the effectiveness of the learning model, I'll admit that's not all. There are also challenges with the 70:20:10 model that can make implementation fail. However, getting familiar with them can help you save a lot when implementing it into your workforce training. In this article, we'll be looking at the challenges of the 70:20:10 model that can hinder you from achieving success in your workforce training.

The Inability To Fully Embrace Informal Style Of Learning

One of the challenges in the 70:20:10 model is the inability of organizations to support informal training. Embracing the power of informal training is an effective way of encouraging a continuous learning culture and improving high performance in the workplace. However, most people see learning as a commodity that should be managed. Apart from that, they also make use of assessments and traffic in LMS, such as success metrics. While these factors are common, they contribute to the challenges in the 70:20:10 model, making it hard for organizations to embrace informal training.

Since informal learning supports performance, organizations should shift and focus more on employees’ performance rather than outcomes. Although it can be a hard decision to make, it will help you smoothly implement the 70:20:10 learning model into your workforce training.

The Inaccessibility To Performance Tools

Lack of accessibility to microlearning and performance tools is a challenge with the 70:20:10 model that affects its implementation in workforce training. At times, people fail to engage with them because of several reasons, such as time, low ROI, and the inability to shift to new tools. They believe that by using new resources, it can be hard to get the expected ROI at an early stage. Also, it takes a lot of time to search for Just-In-Time training resources. And that can hinder them from utilizing them at a time when it's needed the most.

So, what can we do to solve this challenge? One way to solve it is by highlighting influencers who have succeeded in using the tools. By so doing, you can motivate them to use the new training resources to acquire knowledge and skills. Also, you can make use of design thinking to understand your learners' perspectives and their needs. Doing this will enable you to include Just-In-Time resources that can help your learners any time they need them.

Lack Of Support From Managers

To implement a successful 70:20:10 model into workforce training, managers need to get fully involved. What they need to do is become coaches to their employees, oversee projects, and help deepen their employees' reflection. However, only a few of them have all it takes to make that count.

The solution to this challenge in the 70:20:10 model is raising the standards of your managers so that they can be supportive of employees. Here are a few things that you can think of doing to improve your managers' skills:

  • Provide them with leadership support to enable them to become proactive executives and become more involved in motivating employees.
  • Establish a "group coaching" for managers to help them become more supportive of each other.
  • Support your managers with on-the-job toolkits to enable them to provide Just-In-Time support to employees.

Many Organizations Have Training Cultures

Many organizations are stuck in the belief that they have a training culture that's working for them and can't afford to shift away from it. Just because giving courses to your employees has worked several times doesn't mean that it's the solution for all employees' problems.

What organizations need to do to overcome this training culture challenge is for them to move to a more holistic approach. They can do that by developing an empowered culture where leaders become open to new ideas of delivering training. Apart from that, they can also support knowledge sharing. One of the benefits of implementing the 70:20:10 model into your workforce training is to deliver a performance-based solution. Besides, it can help you to break out of the confines of the training culture.

However, you need to overcome the challenges in the 70:20:10 model before you can achieve the benefits. In case you're faced with one or more of the challenges listed above, solutions are there for you to utilize.

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