Learning takes time and patience. It is a process — a journey. A self - directed learning process is arguably the most powerful model for facilitating and inspiring individual, group and organizational learning and development.
We provide a learning process to empower people to guide themselves through their personal learning and development journey. This process is built upon three major principles:
- Identification of gaps between one’s IDEAL self and REAL self. These gaps represent a primary motivator to learn and improve.
- Creation and implementation of a challenging and realistic action plan for development that follows the 70/20/10 formula.
- 70% from real life and on-the-job experiences, tasks and problem solving. This is the most important aspect of any learning and development plan.
- 20% from feedback and from observing and working with role models.
- 10% from formal training.
- Ongoing development dialogue between learners and supervisors. Both have a responsibility to ensure that the entire learning process happens.
To ensure that real learning takes place and endures, we emphasize and encourage a holistic approach by integrating both formal and informal elements. We believe that the most effective way to learn and develop a new skill or behavior is to apply and practice it on the job and in real life situations.
Our learning and development philosophy is built upon how individuals internalize and apply what they learn based on how they acquire the knowledge. We rely on the 70/20/10 formula* that describes how learning occurs:
- 70% from real life and on-the-job experiences, tasks and problem solving. This is the most important aspect of any learning and development plan.
- 20% from feedback and from observing and working with role models.
- 10% from formal training.
We believe that the key elements to a successful learning process include both the 70/20/10 formula and how individuals internalize and apply what they've learned.
* 70/20/10 learning concept was developed by Morgan McCall, Robert W. Eichinger and Michael M. Lombardo at the Center for Creative Leadership and is specifically mentioned in The Career Architect Development Planner, 3rd edition, by Michael M. Lombardo and Robert W. Eichinger.
We embrace our role with optimism. For us, it’s all about development, improvement, growth and learning. We approach work according to the following guiding principles:
- We work to earn the position of trusted partner, advisor, coach, consultant and facilitator.
- We respect the confidentiality of the people with whom we work.
- We look for and act upon opportunities to foster collaboration with others in the University community by promoting cooperative goals, making connections and providing support, advice and thought leadership.
- Learning and Development products, offerings and solutions are driven by the goals, needs and agendas of the people we work with. Solutions evolve through a consultative engagement process that involves robust assessment and diagnosis, design, development, implementation and evaluation.
