The 70:20:10 model
Competence development
for your team
Whether on-site or online: Many companies rely primarily on seminars and training courses as professional education activities. While this approach is an important part for knowledge building, it needs more action to ensure the transfer of knowledge into the own work environment.
Effective competence development is based on further success factors. For example, making all the necessary learning approaches available that promote an open and integrated learning culture into the work process. In addition, the important role of informal, non-organized learning in the workplace must be taken into account. And last but not least, that work is becoming more connected, complex and dependent on knowledge and information, which requires new learning strategies and methods.
Combine learning forms and methods effectively
Therefore, our qualification approach is based on the 70:20:10 model. The model combines the contemporary learning forms and methods that are relevant for you and anchors them in your company for sustainable competence development. Learning thus becomes more effective, more practical and better aligned with qualification needs. This is achieved by taking three learning dimensions into account.
Learning takes place:
to 70 percent "on-the-job" through challenging practical projects, tasks and multifunctional project teams in everyday work,
to 20 percent in social interaction in the professional environment such as mentoring and coaching or knowledge sharing with colleagues,
to 10 percent in traditional learning situations such as seminars, workshops or e-learning for acquiring specialist knowledge and methods expertise.
Blended learning for sustained learning transfer
With a mix of classroom and online formats, we create blended learning concepts that meet these points and are optimally tailored to your qualification needs. Blended learning also offers the advantage that various learning modules can be flexibly combined by alternating between attendance phases and self-learning phases. In this way, we create targeted learning processes based on a modular blended learning architecture to optimally ensure the transfer of learning into everyday working life.
Learning through experience
The gamification approach therefore plays a central role in our seminars and training courses. This promotes practical knowledge transfer in a playful way and thus has a particularly motivating effect. In this way, we focus on experience-based learning already in the stage of knowledge building - especially through the use of practical learning simulations or LEGO® Serious Play.
