Blended learning is a tested methodology and an approach particularly for different learning styles - it is a mindset, not just a formula. Compared with traditional learning, blended learning provides a more flexible and accommodating approach to meet their needs.
Research indicates that leaders are looking for up-to-date information and new challenges as part of their specific development, formal training on its own is not enough. Learning for leaders needs to be supplemented with building networks, strong working relationships and on the job experience.
The 70:20:10 blended learning model - widely attributed to Morgan McCall, Robert Eichinger and Michael Lombardo at the Center for Creative Leadership - helps meet these expectations for a diverse workforce.
Generally seventy (70) per cent of learning happens in the workplace - through experiences, job expectations, agreed outcomes, special projects or when practicing new skills, with twenty (20) per cent of the learning from others - through colleagues, managers, mentors and other networks. The other ten (10) per cent takes place in a formal setting. However, knowledge must be applied in practice and requires flexibility, highlighting that the percentages are a general guide.
Leaders with responsibilities in the regions are often highly knowledgeable, with a range of expertise and experience. They can draw on this experience to seek options that best address their different learning styles and promote long-term outcomes. Through blended learning, leaders are empowered to source their desired development opportunities throughout the year to suit their busy working schedules.
Page last updated 23 July 2014