The 20%: Make Mentorship the Linchpin of Your Training and Development

Smiling young businesswoman wearing headphones looking at pc lap

If you’re in the business of human resources and/or talent management, you’ve probably heard of the 70:20:10 model for learning and development, which divides ideal training into:

  • 70% job-related experiences
  • 20% interactions with others
  • 10% formal, educational events

You may be struggling to make this happen for your employees. Mentorship is here for you to make your job easier– we promise.

By implementing a workshop for training, you can use mentorship to extend the application of the information your participants have received and ensure successful knowledge transfer. Here’s how it breaks down:

Workshop = 10%

Traditional leadership development workshops may be the easiest part of the equation that demonstrates value to your executives. But don’t forget: this is only TEN PERCENT of the recipe for success! Participants often leave a successful workshop feeling motivated, but once they get back to the emails they’ve neglected and some time has passed, they may not remember how to implement everything they’ve learned. By using the 20% and 70% components below, your workshop won’t just be a distant dream that your employees forget as time marches on.

Mentoring Program = 20%

Here’s the real fun. You can maximize the effects of a workshop long-term by pairing mentees at this year’s workshop with attendees of last year’s workshop. This method gives participants dedicated time to get to know each other, which will carry into sustaining their mentor relationship outside the workshop.

You can also ensure the survival of your mentorship after workshop-driven educational programs by pairing peers with each other. Peers will bond over learning in the workshop together, and can share insights on best practices at their workplace.

Applying the workshop on the job = 70%

Technology is key for the biggest part of the 70:20:10 model. With eMentorConnect’s digital platform, your participants can give feedback after the workshop, schedule next meetings with their partners, and identify goals for their new mentorship.

If you’re still not sure, consider how much more easily you remember things you’ve learned through discussion with other people compared to something you read in a presentation at a training session. The efficacy of the 70:20:10 model is well-supported, but at eMentorConnect, we believe that the 20% is really the linchpin. After all, a sandwich isn’t much without the stuff in the middle, right? Encourage your team to embrace mentorship as a way for your participants to carry their formal education into the applications of the day-to-day workplace.

Kate Mason

Kate Mason is a writer, historian, and stand-up comic living in New Orleans, LA. She is the Programming Coordinator for the New Orleans Film Society and an avid enthusiast of pop culture. She approaches mentoring challenges with a witty, creative mind.

  • Can Mentoring Deliver a Measurable ROI? - eMentorConnect
    Posted at 14:14h, 07 March Reply

    […] a four or five-level mastery over the workshop skills start to report mastery levels of nine or 10. Those key learnings stick, and the original investment in the workshop grows and produces sustainable […]

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