Modelo 70:20:10 - Legendado PT/BR

Summary

The 70:20:10 model, presented by Charles Jennings, emphasizes a shift from traditional structured learning to a more effective approach to workplace training. It posits that 70% of learning occurs through experience, 20% through social interactions, and only 10% through formal education. This model addresses the challenges of high costs and slow training processes by facilitating learning within the workflow. It encourages managers to support experiential learning and provide timely resources. Ultimately, a learning organization thrives when individuals can access information as needed, promoting effective problem-solving and skill development.

Takeaways

• 📈 The 70:20:10 model suggests that 70% of learning occurs through experience, 20% through social interactions, and only 10% through formal training.
• 💰 Traditional training methods are often costly and inflexible, leading organizations to adopt the more effective 70:20:10 model.
• 🧠 Hermann Ebbinghaus's research indicates that we forget about half of what we learn within an hour unless we apply it immediately.
• 🔄 Returning to work after formal training often does not lead to improved performance due to a lack of practical application.
• ⚡ The 70:20:10 model supports faster learning in line with business demands by integrating learning into the workflow.
• 🛠️ Implementing the 70:20:10 model requires managers to facilitate experiential learning opportunities rather than just delivering information.
• 🌐 Technology, especially mobile, plays a significant role in expanding learning channels within the 70:20:10 framework.
• ❓ Organizations should focus on facilitating learning rather than trying to manage informal or self-directed learning.
• 📚 A learning organization thrives when individuals can access information as needed, rather than relying on push-based training methods.
• 🔍 Providing the right resources at the right time is crucial for effective learning and problem-solving within the 70:20:10 model.

Q & A

What is the 70:20:10 model and who developed it?

The 70:20:10 model, developed by Charles Jennings, is a framework that suggests 70% of learning occurs through experience, 20% through interactions with others, and 10% through formal training.

Why are organizations moving away from traditional formal learning?

Organizations are seeking to break free from rigid and expensive formal learning structures, which often do not meet the speed and context of modern business needs.

What is the significance of Hermann Ebbinghaus's research?

Hermann Ebbinghaus's research on the 'forgetting curve' indicates that individuals forget about half of the information presented to them within an hour unless they have the opportunity to apply it immediately.

What are the two main problems that the 70:20:10 model addresses?

The 70:20:10 model addresses the high costs and lack of timely opportunities associated with traditional training methods.

How does learning relate to context according to the 70:20:10 model?

The model emphasizes that learning is more effective when it occurs within the context of work, allowing individuals to apply knowledge immediately with support.

What role do managers play in the implementation of the 70:20:10 model?

Managers are crucial for supporting the experiential and social learning aspects of the model by providing new experiences, opportunities for practice, and job rotations.

How should organizations facilitate informal learning?

Organizations should facilitate informal learning by providing the right resources at the right time, allowing employees to access information when they need it, rather than pushing content onto them.

What is the difference between managing and facilitating learning?

Facilitating learning means supporting and enabling opportunities for learning, whereas managing implies a more controlling approach, which is not effective for informal or self-directed learning.

How does the 70:20:10 model suggest using technology in learning?

The model encourages the use of rapidly expanding mobile technology to create new channels for learning, making resources accessible wherever and whenever employees need them.

What is necessary for an organization to become a learning organization?

An organization becomes a learning organization when employees can access information and resources as needed to solve problems, rather than relying solely on structured content delivery.