1. Lombardo, Michael M. and Robert W. Eichinger (1996) The Career Architect Development Planner. Lominger Limited, Inc. p. iv. ISBN 0965571211.
2. Harvey, P (2010) How people actually develop. http://blogs.oracle.com/peteh/entry/how_people_actually_develop_70
In order to develop and to promote learning and change in an organization, people need to write a personal career development plan with the rule of 70-20-10.
The 70/20/10 Model in learning and development is
a Learning and Development model based on research by Michael M. Lombardo and Robert W. Eichinger for the Center for Creative Leadership. The concept states that development typically begins with realization of a need and motivation to do something about it, and that a blend of different learning approaches "in concert" can provide powerful learning. Lombardo and Eichinger stated that "the odds are that development will be":
- about 70% from on-the-job experiences, tasks, and problem solving.
- about 20% from feedback and from working around good or bad examples of the need.
- about 10% from courses and reading.
Many businesses and learning institutions have embraced this approach; for business example, Creganna-Tactx Medical and for a learning institution see the Princeton University Learning Process
^ Lombardo, Michael M. and Robert W. Eichinger (1996) The Career Architect Development Planner. Lominger Limited, Inc. p. iv. ISBN 0965571211.
2. Letter from CCL (Nov. 2011)
A research-based, time-tested guideline for developing managers says that you need to have three types of experience, using a 70-20-10 ratio:
challenging assignments (70 percent, throughout assigning proper job),
developmental relationships (20 percent, throughout providing constructive evaluation and assessment) and,
coursework and training (10 percent, throughout formal training and development interventions).
The 70-20-10 rule emerged from 30 years of CCL's Lessons of Experience research, which explores how executives learn, grow and change over the course of their careers.
"The underlying assumption is that leadership is learned," says CCL's Meena Surie Wilson.
"We believe that today, even more than before, a manager's ability and willingness to learn from experience is the foundation for leading with impact."
Source: The 70-20-10 Rule