2016: The Year to Reconsider the 70:20:10 Model in Learning

70-20-10 Learning Model

I’ve been involved in the learning field for over a decade and the content and knowledge sharing industry for even longer. Each year, I enjoy reading those inevitable “trends to watch in the upcoming year” blogs and articles as they often clarify the impact of market shifts that have been experienced but not yet fully articulated. Each year I resolve to write a “trend” blog of my own…and it goes the way of other New Year’s vows. Well this year, albeit in February, I’d like to write about one trend that I’m seeing that all involved in learning should consider as they formulate their 2016 plans: the reconsideration of the 70:20:10 model of learning in the enterprise.

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BraveNew Speaks at The Global Talent Summit 2016

Global Talent Summit 2016

On January 13th, BraveNew participated in The Global Talent Summit 2016: The Future of Jobs & Education, part of the World in 2050 series, sponsored by The Diplomatic Courier at the Gallup Headquarters in Washington, D.C. BraveNew was a Thought Partner of the event. Representatives from the Fortune 500, global NGOs, the government and enterprises of all sizes spoke at and interacted with each other during the day long conference, which included panels on such topics as “The Global Skills Gap” and “Small Businesses and Job Creation.”

The primary takeaway for me was that the education portion of an individual’s life no longer exists exclusively from the age of 5 to 18 (or whenever the last degree is attained) and the full-time work portion from age 18 or 22 to retirement. Instead learning will be life long and the acquisition of skills for individuals will start well before the granting of degrees.

In addition, three themes ran through these panels, which should be of interest to those involved in the interface of the workforce and education.

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Its a BraveNew Year

BraveNew Office San Francisco

2015 was an important year in our company’s journey toward unlocking the collective potential of the communities we power. The year was full of challenges and company defining opportunities.

During 2015 we expanded the work we’ve been doing with Lockheed Martin, but we also brought on numerous new clients. We are enormously proud of the work we do for these clients and the impact their communities are having. 

Some of the highlights of 2015 include: GE and Clinton Foundation - building a health ecosystem in Houston, Genentech - building innovation and centre of excellence communities, Mercer - building various customer hubs and development communities, Delivering Happiness - building communities around workplace culture, Various Healthcare Innovation initiatives - sharing best practices and accelerate innovation  

2016 will be an exciting year for customer growth. We can’t wait to mainstream more intelligent knowledge sharing communities and help our clients create a culture of scalable learning.

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The APS Knowledge Inventory: A Wise Investment

APS Knowledge Inventory 01

Knowledge is one of the most critical assets in an enterprise. It exists from the highest level to the most granular. It encompasses such questions as “How do I excel at my position?” to “How do I use Dropbox?” Yet companies often do not identify the location of relevant knowledge throughout the organization and facilitate it being shared to the proper individuals.

Back in 1999, David Gurteen, a knowledge management consultant, defined knowledge in the organization as “know-how” and “know-why.” He cited the example of a cake. Its molecular constituents are data; its ingredients are information; its recipe is knowledge. You can know the molecular constituents and the ingredients but without the recipe you can’t make it.

So how does the organization gather all of this know-how? How do they identify, capture, evaluate, retrieve and share all that they need? How do they create a knowledge-sharing community in their organization?

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