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Michelle Baker
phase(two)learning
developing Yourself and Others
Welcome!
Tell us about yourself! • Your name
• Your role
• Something you’re hoping to get from
today’s session
Welcome!
Hi, I’m Michelle!
Learning Strategist, phase(two)learning
Manager, Talent Development, FORUM Credit Union
Let’s connect!
linkedin.com/in/mbaker826
@MichelleLBaker
Blog
phasetwolearning.wordpress.com
Today’s Agenda
• Welcome, introductions, session overview
• Owning Your Development
• Whole-Person Development
• 70:20:10 Learning
• Developing Others
• Key Messages
• Your Action Plan
• Final Thoughts, Tools & Resources
Owning your Development
Let’s Discuss
Why is “development”
so important?
• Do you have different needs
from your peers?
• How can a person’s needs
vary?
• Why is it so important to focus
on your individual development
needs?
What does it mean to “own your
development?”
Let’s list our ideas on the chart.
Let’s Discuss
Why is it so important to take ownership of
your own development?
• You know your development needs
• You know your schedule
• You know your preferred learning style
• You know your short and long-term goals
• You know what motivates you!
Let’s Discuss
Who benefits when you take the time to
focus on your development needs?
• Customers (external AND internal!)
• Peers
• Manager
• Your family
• Yourself
Let’s Discuss
Ask yourself 2 questions when considering
your development needs:
Two-Step Process
In what areas do I need
development?
How do I get development
in these areas?
Whole-Person
Development
70:20:10
Learning
Whole-Person Development
What is “Whole-Person” Development?
Whole-Person Development
is a concept that focuses on
employee development in 3
primary areas:
1. Skill Development
2. Professional Development
3. Personal Development
Professional Development
Personal Development
Skill Development
Skill Development
Professional Development
Personal Development
Skill Development
Skill Development focuses on the “hard skills” it takes to do your job – or prepare you for a future position.
• Systems (internal, technical)
• Processes and procedures
• Tasks and projects
• Business acumen
• Budgeting
Professional Development
Professional Development
Personal Development
Skill Development
Professional Development
focuses on the “soft
skills” that help you
perform, lead and grow.
• Communication skills
• Leadership development
• Coaching skills
• Effective meetings
• Giving and receiving feedback
Personal Development
Professional Development
Personal Development
Skill Development
Personal Development focuses on areas that strengthen you personally, yet complement you professionally.
• Health and Wellness
• Financial Wellness
• Stress Management
• Time Management
• Work-life balance
Small Group Discussion
Professional Development
Personal Development
Skill Development
Think about Ball State-specific topics and examples of development in your group’s focus area:
• Sometimes you have to look outside L&D department offerings
• Everyone is different…think “one size fits me!”
• List some ideas on your flip chart
Time limit: 3 minutes
70:20:1o Learning
What is 70:20:10?
The 70:20:10 Learning Model suggests
that the majority of what people learn is
done through practical, informal means.
70:20:10 Learning Model
Informal, practical
BuildingRelationships
Formal Training
What does 70:20:10 Look Like?
TRUTH: You can only learn so much through training.
Your best teacher will be a combination of building
relationships and on-the-job experience.
10%
Training
20%
Coaching & Relationships
70%
Practical Work Experience
70% 20% 10% On-the-Job training
Shadowing &
Observation
Stretch
assignments
Delegation from
manager
New projects
Supervisor
coaching &
feedback
Peer-to-peer
sharing
Team meetings &
discussion
Networking
Cross-functional
projects
Classroom Training
New Employee
Orientation
Online courses &
tutorials
External
conferences
Certifications
Licensing
Continuing
education
Ask yourself 2 questions when considering
your development needs:
Two-Step Process
In what areas do I need
development?
How do I get development
in these areas?
Whole-Person
Development
70:20:10
Learning
Small Group Discussion
Be prepared to share your list
with the group.
In your small group, choose a topic from your
Whole-Person Development discussion. Brainstorm
ideas to incorporate the 70:20:10 Learning Model to
develop in that area.
Time limit: 5 minutes
Developing Others
Tips for Developing Others
• Take the time to have regular
conversations about your
employees’ development needs
• Seek out opportunities for
70:20:10 learning that align with
development needs
• Encourage on-the-job
exploration and peer-to-peer
collaboration
• Provide ongoing feedback on
development progress
Your Action Plan
Your Action Plan
Think about different areas where you might benefit from training or professional development:
Use your handout to create an action plan:
• What is your development goal?
• Where does it fall in the Whole-Person Development model?
• How can you learn using the 70:20:10 approach?
• Use Learning & Development offerings as a starting point
Time limit: 5 minutes
Key Messages
• Employee development is not
“one size fits all,” but rather “one
size fits ME”
• You know your needs best, so
it’s important to own your
development
• Development needs can be skill-
based, professional or personal
• Effective learning follows the
70:20:10 approach
Tools & Resources
Want to learn more about owning your
development or supporting employees in
their development?
• Helpful resources listed in your handout
• Today’s slides available for download on
Slideshare (slideshare.net/michellebaker)
Got questions? Need more info? Email: [email protected]
Twitter: @MichelleLBaker
Any questions?
