Training Industry Magazine - July/August 2017 - 15

BUILDING LEADERS
SAM SHRIVER & MARSHALL GOLDSMITH

MAKING

COMMON SENSE,
COMMON PRACTICE

It wasn't long ago that "learning" in
the world of human development was
almost exclusively defined by the ability
of a presenter or facilitator to tell a room
full of participants something they didn't
know in a manner that commanded their
attention. The objective was to "increase
awareness," then, almost as an afterthought, state a case for transferring
what was learned in training into "the
real world," and hope for the best.

driven by proactive mechanisms of
training-transfer
and
post-training
reinforcement? And that roughly 10
percent of learning can be tied to the
actual learning event itself? We know
this, we get this, we've lived this! Despite
all that, and according to recently
published research by The Kirkpatrick
Partners, roughly 90 percent of the
design efforts associated with training
remain event focused. How can this be?

Not surprisingly, performance in that
regard was almost exclusively a function
of how learners felt as they emerged
from the experience:

LEADERS WHO PUT
VISION INTO ACTION
PROVIDE US WITH
USEFUL PATHS
TO FOLLOW.

"Thoroughly enjoyed myself."
"Really learned a lot."

That level of evaluative rigor still exists,
but has been augmented significantly
by the definitional upgrade of "learning"
to mean something much more than
"awareness" or "understanding." Which
is where some form of intellectual irony
takes center stage. To explain, if the
updated objectives of a learning journey
are defined by outcomes like "behavior
change" and "documentable impact,"
the design of the learning needs to be
fundamentally altered as well.

We think the answer lies in the realities
associated with the results learning
professionals are trying to deliver, and
when you get right down to it, change
is really difficult. Understanding a
leadership model is one thing; however,
sitting down across from an employee
you have a long history with, and
delivering an uncomfortable message
is something altogether different.
Coming to terms with the logic behind
the realities of "70:20:10" is one thing,
but fundamentally altering the way
your organization designs and delivers
training is something altogether different.

Sounds simple enough, but how long
have we in the training community
been aware that 70 percent of learning
is a function of norms or habits formed
on the job? Or that 20 percent is

Thankfully, we have leaders in all
walks of life who put vision into action
and provide the rest of us with useful
paths to follow. Consider the following
paraphrased remarks from Eivind Slaaen,

"The facilitator made the time
go by so quickly."

senior vice president of human resources
at Hilti, as he describes recent efforts by
Hilti to more effectively integrate "the 70
with the 20 and the 10."
"... we took a long and highly critical look at
the way we were conducting Orientation
Training in particular. Traditionally, we
would overwhelm a new-hire with 'two three weeks of everything.' Predictably, they
would successfully complete our course, but
forget what they had been taught when
it came time for them to actually put that
knowledge to use. We re-vamped the process
to essentially sequence the training around
on the job requirements (i.e., Start with the
70%, and integrate job requirements with
the classroom or online component of the
learning). For example, what would a new hire
actually need to do in their first month, second
month, etc.? Let's provide them with on-thejob opportunities to learn and apply in the
moment, reinforce it with peer exchanges and
coaching, and ensure that we formally deliver
only that which provides additional context
to ensure the competency is gained. More
importantly, let's orchestrate a much more
transparent connection between learning and
doing before we move on."
We had the following reaction when we
considered Eivind's overview: What a
great example of turning common sense
into common practice.
Marshall Goldsmith is the world authority
in helping successful leaders get even better.
Sam Shriver is the senior vice president
of commercial operations and product
development at The Center for Leadership
Studies. Email Marshall and Sam.

T R A I N I N G I N DUSTR Y MA GAZ INE - EXPERIENTIAL LEARNING 20 1 7 I WWW. T RAI NINGINDU S T RY . C OM/ MAGAZ I NE

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Table of Contents for the Digital Edition of Training Industry Magazine - July/August 2017

https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_winter2024
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_fall2023
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_summer2023
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_spring2023
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_winter2023
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_fall2022
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_summer2022
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_spring2022
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_winter2022
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20210910
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20210708
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20210506
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20210304
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20210102
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20201112
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20200910
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20200708
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20200506
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20200304
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20200102
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20191112
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20190910
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20190708
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20190506
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20190304
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20190102
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20181112
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20180910
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20180708
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20180506
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20180304
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20180102
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20171112
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20170910
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20170708
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20170506
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20170304
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20171112_se
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20161112
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2016fall
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2016summer
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2016sales
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2016spring
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2016winter
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2015outsourcing
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2015fall
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2015summer
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2015leadership
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2015spring
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2015winter
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2014fall
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2014summer
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2014spring
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2014winter
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2013fall
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2013summer
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2013spring
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2013winter
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2012fall
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2012summer
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2012spring
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2012winter
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2011fall
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2011summer
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2011spring
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2011winter
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2010fall
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2010summer
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2010spring
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https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2009fall
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2009summer
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2009spring
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2009winter
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2008fall
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