You can’t keep your people, but you can ensure they achieve their full potential whilst they’re with you.
I’ve heard some partners and leaders within law firms comment that investing in the development of their people is a waste of time and money because “they’re only going to leave anyway.” I think that’s a backward way of looking at it. The firm will always win if you work with your people to build their skills and give them the career they want. It will win with happier, more engaged, skilled employees while staying. And when you invest in your people, they do stay longer. It will also win through the improved brand image spread by happy former employees and soon become an employer of choice.
Training and development are a crucial part of empowering teams in their roles and achieving success for your firm, so support their busy schedules and their career goals consider using a blended approach to learning.
What is a blended learning approach?
The 70/20/10 blended learning model, created by Lombardo in 1980’s, is a fabulous development approach that caters to different learning styles. It works because it also integrates into the flow of work and lets people learn while managing a busy schedule. They get the information they need when they need it so that it can be put into practice. When this happens, the chances of them retaining the information from learning are also very high.
I found these compelling figures at SkillsHub, showing that companies that use the 70/20/10 model of learning are:
- 4 X more likely to respond faster to business change
- 3 X more likely to report improvements in staff motivation
- 2 X more likely to report improvements in customer satisfaction scores
What the 70/20/10 Blended Learning approach looks like.
The blended learning model is based on the knowledge that most adult learning actually comes from experience rather than formal study. In fact, the perfect mix is:
- 70% Experiential
- 20% Exposure
- 10% Education
70% of learning would come through doing – trial and error.
Looking back over your life or career, you’ll know that the best lessons came through experience. For example, you learnt not to put your hands into a flame because it burns. You learn how to use a computer by playing with it – experimenting to see what happens when you push that button! You spent years at university but learned so much more when putting all that theory into practice. Experience is the best teacher, they say. It’s true. That’s why this is called Experiential Learning.
20% of learning would come from coaching or feedback from others.
This can be called Social Learning because we often gather knowledge by asking others for answers. Perhaps you learnt to cook by making things with your grandmother’s guidance. Perhaps you worked out how to use the vending machine in the office kitchen by watching someone in front of you. Or perhaps you find answers to your questions on Google or by asking a colleague. This is a way of learning that is done on the spot.
10% of learning would be Formal Learning.
This means through training, workshops, webinars and programs, which can be online or face-to-face. There has been a lot of research into the impact of online learning, and there are some interesting findings.
- Online learning can increase learning retention rates by 25% to 60%.
- Online learning takes 40% to 60% less time to complete when compared to traditional learning.
- 60%of users believe online courses fit better into their lifestyle and schedules
- IBM saved approximately $200 million after switching to online learning.
The team at FilePro provide a mix of support options that support a blended learning approach, including online learning with pre-recorded tutorials and a mix of interactive workshops, as well as support from a real person when learning on the job, whether it’s experiential or social learning. These support options are great for onboarding new staff and ensuring you maximise your software experience with your team.
The 70/20/10 model of learning makes business sense and delivers results. The model shifts learning directly into the workplace, reducing the need for expensive and time-consuming course design and presentation. It also shows the value of looking at external courses and workshops to deliver learning in the organisation, meaning you can tailor learning for each individual without a huge cost or effort. If you would like to learn more, I invite you to download a copy of the 70/20/10 model and learn a little more about it.
Is your firm an active partner in your team’s job and career development? Are you helping your people develop their skills to become more valuable to your workplace?
Whether you are a Partner, Practice Manager, HR expert or team member, you can tap into Athena Leadership Academy’s workshops and programs to tailor your own blended learning process. To find out how that works and how I can help you transform your team and individual performance, give me a call and let’s chat.
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