Developing Yourself and Others
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Michelle Baker
phase(two)learning
developing Yourself and Others
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Welcome!
Tell us about yourself! • Your name
• Your role
• Something you’re hoping to get from
today’s session
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Welcome!
Hi, I’m Michelle!
Learning Strategist, phase(two)learning
Manager, Talent Development, FORUM Credit Union
Let’s connect!
linkedin.com/in/mbaker826
@MichelleLBaker
Blog
phasetwolearning.wordpress.com
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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
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Owning your Development
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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?
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What does it mean to “own your
development?”
Let’s list our ideas on the chart.
Let’s Discuss
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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
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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
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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
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Whole-Person Development
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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
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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
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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
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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
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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
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70:20:1o Learning
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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
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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
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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
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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
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Developing Others
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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
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Your Action Plan
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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
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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
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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: [email protected]
Twitter: @MichelleLBaker
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Any questions?