developing yourself and others

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

BuildingRelationships

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?