BrazilMastering learning with Individual Development Plans and the 70-20-10 framework
The use of Individual Development Plans (IDPs), built on the 70-20-10 model, can be a game-changer not only for professional and personal learning & development but also for organisational alignment and leadership excellence, writes Mark Timbrell, Managing Partner at Phi Management.
For any professional, it is essential to identify what you need to develop and ensure your goals are aligned with your current and future career aspirations, as well as the strategic needs of your current or desired organisation.
The standard 70-20-10 framework suggests that learning should stem from three key areas: 70% on-the-job experiences, 20% social learning, and 10% formal training. This well-balanced combination guarantees that development is grounded in practical application while reaping the benefits of organised learning and collaborative insights. Here’s my preferred method for applying the approach:
Step 1: Starting from the Ground Up (10%)
Formal education serves as the cornerstone of any successful individual development plan. Here, under the direction of a coach or mentor, a learner determines the key concepts and particular behaviours they want or need to develop. Whether it’s attending an Executive programme, development course or workshop, diving into a great book, or exploring blogs, listening to audiobooks and videos online, formal learning ignites inspiration and opens doors to fresh ideas and new possibilities.
This foundation gives leaders the vocabulary and theoretical concepts they need to progress to more advanced stages of development.
Step 2: Amplifying Impact through Social Learning (20%)
As the Roman Philosopher, Seneca, wisely noted, “When we teach, we learn.” This phrase transforms individual learning into organisational value.
Social learning is where the magic of knowledge transfer happens. After acquiring new knowledge, learners have an incredible opportunity to summarise and share it with their teams. Imagine hosting a short 2-3 hour workshop for your team to pass on insights from a recent course or topic from a leadership book.
This step does more than spread knowledge; it builds leadership. A learner who shares their understanding takes a pivotal step toward becoming a great leader. By empowering teams through knowledge, they build trust, delegation capabilities, and team competence.
The organisation also benefits, with stronger, more informed teams ready to take on future challenges. This step not only reinforces the leaders' learning but also develops their teaching and facilitation skills while building organisational capability. And think of it this way, some return on investment.
Step 3: Mastering through Application (70%)
Finally, the learning must be anchored in real-world practice. This step transforms knowledge into habit. When learners apply their insights to real challenges, they move from theory to action, embedding new skills into their daily leadership practices.
This hands-on application ensures knowledge isn’t just gained, it’s owned. The Individual Development Plan comes full circle, ensuring individual growth and a ripple effect of enhanced leadership ability across the organisation.
The Strategic Advantage
This approach to the 70-20-10 model delivers exceptional results because it:
- Creates a solid knowledge foundation before practical application
- Ensures leadership learning is aligned with the organisation’s values and competencies
- Multiplies learning impact through organisational knowledge transfer
- Improves retention and engagement
- Builds a stronger leadership pipeline that dovetails into the succession plan
- Enhances organisational capability at multiple levels
- Delivers ROI on L&D Investment
Conclusion
The power of a well-crafted Individual Development Plan cannot be overstated. It’s a turbocharger for the “leader-learner” – propelling careers forward by combining self-awareness, theoretical insights, and practical application. In the process, it lifts learners out of the daily grind and connects them to the bigger picture of personal and organisational success.
Furthermore, when used effectively, there is significant ‘payback’ to the organisation.
Take the time to craft and nurture an exceptional Individual Development Plan. It’s not just an investment in individual growth, it’s a strategy for strengthening teams, building future leaders, and driving sustainable success for the entire organisation.
