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