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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
linkedin.com/in/mbaker826
Twitter
@MichelleLBaker
Blog
phasetwolearning.wordpress.com
Email
phasetwolearning@gmail.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
Building
Relationships
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: phasetwolearning@gmail.com
Twitter: @MichelleLBaker
Any questions?

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Develop Yourself and Others with Whole-Person Learning

  • 2. Welcome! Tell us about yourself! • Your name • Your role • Something you’re hoping to get from today’s session
  • 3. Welcome! Hi, I’m Michelle! Learning Strategist, phase(two)learning Manager, Talent Development, FORUM Credit Union Let’s connect! LinkedIn linkedin.com/in/mbaker826 Twitter @MichelleLBaker Blog phasetwolearning.wordpress.com Email phasetwolearning@gmail.com
  • 4. 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
  • 6. 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?
  • 7. What does it mean to “own your development?” Let’s list our ideas on the chart. Let’s Discuss
  • 8. 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
  • 9.
  • 10. 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
  • 11. 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
  • 13. 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
  • 14. 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
  • 15. 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
  • 16. 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
  • 17. 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
  • 19. 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 Building Relationships Formal Training
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  • 22. 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
  • 23. 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
  • 24. 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
  • 26. 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
  • 28. 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
  • 29. 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
  • 30. 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: phasetwolearning@gmail.com Twitter: @MichelleLBaker