Build a leadership-development plan that combines formal learning, social learning, and on-the-job practice.
A leadership-development program should not make the workshop carry the whole load. The 70-20-10 idea helps you distribute the load across three learning channels: experience, relationships, and formal learning. The 10 percent is not unimportant. Formal learning gives leaders shared language and a protected space to practice. It is where you introduce the framework, surface common traps, and rehearse a move before the stakes are real. But if the formal component is the only component, the program depends on memory and motivation at the exact moment pressure returns. The 20 percent gives leaders people to learn with and from. Cohorts,…
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