Transformations and disruptive changes serve as catalysts for informal learning. In dynamic work environments, these shifts necessitate proactive adaptation by professionals. These adaptations, in turn, become significant opportunities for informal learning, as employees navigate and respond to these changes and build new competencies.

As Generative AI (GenAI) rapidly emerges as a transformative force in the workplace, organizations face a new challenge: how to effectively integrate and leverage new technologies for optimal performance and innovation. This integration is not just a technical upgrade but a significant shift in organizations’ learning and development landscapes. It raises a question: How do we adapt our existing learning models to accommodate GenAI’s new demands?

Understanding 70:20:10 Model

Before looking at the ways of learning for GenAI, let’s briefly explore one of the foundational frameworks in organizational learning – the 70:20:10 model by McCallin, Lombardon ja Eichinger. This model states that effective learning occurs through a blend of experiences:

• 70% from hands-on tasks (on-the-job learning),
• 20% from social interactions and learning from others, and
• 10% from formal education and training.

The model emphasizes the importance of experiential learning while acknowledging the role of mentorship and structured learning. But how does this model hold up in the new landscape of knowledge work with GenAI?

How does GenAI in workplaces affect the 70:20:10 model?

Here’s how each component might adapt, especially in the early phases of GenAI integration (early phases as this will become a regular part of our knowledge work):

Experiential Learning (70%): Initially, the opportunity for learning through direct experience with GenAI might be less than 70%. The early stages are marked by exploration and familiarization, where hands-on interaction with GenAI tools is still developing. However, as employees become more comfortable and GenAI systems become more embedded in daily operations (e.g. in Microsoft Copilot), experiential learning will naturally escalate, moving closer to its original emphasis in the model.

Learning from Others (20%): In the nascent stages of GenAI adoption, learning from peers and early adopters may take a front seat. Given the novelty of GenAI, there’s a reliance on the expertise of a few, leading to an increased need for peer-to-peer learning sessions, mentorship, and knowledge sharing. However, this aspect is constrained by the limited number of GenAI-savvy individuals and their time availability.

Formal Training (10%): There’s likely to be a surge in the need for formal training and structured learning about GenAI. Workshops, online courses, and seminars specifically designed to educate employees about GenAI applications will become more crucial. As foundational knowledge spreads and becomes more ingrained, the reliance on formal training might gradually decrease, aligning back to the original model proportions.

The 70:20:10 model provides a robust framework for learning and development, but the early stages of GenAI in the workplace call for a flexible adaptation of this model. 

We might see a shift towards more formal training and learning from others, with experiential learning gaining prominence as familiarity with GenAI grows. Remember, the key is flexibility and adaptability, tailoring the model to fit the evolving learning needs of an organization stepping into the future with GenAI.

Here’s My Suggestion for Key Actions for Effective GenAI Integration

As organizations embrace GenAI in workplace learning, specific immediate actions can significantly support this transition:

1. Enhance Communication: Bridge the gap between GenAI novices and experts through regular forums, discussions, and informal tech talks, fostering a culture of knowledge sharing and collaboration. Collect useful prompts from experts to offer as make learning easier to novices. Make room for serendipity.  

2. Build Communities of Practice: Support groups united by common interests in GenAI, providing platforms for interaction. Recognize the contributions of the active participants. These communities – digital groups or physical meetings – are vital for collective learning and innovation. Best organizations help foster guilds.

3. Provide Diverse Resources: Offer accessible learning materials such as online courses, articles, and practical tools. Catering to different expertise levels and learning preferences is key.

4. Promote a Learning Mindset: Encourage an organizational culture that values experimentation and continuous learning. Recognize efforts and successes to reinforce this mindset.

These steps can help smooth the integration of GenAI, ensuring the adaptation of the 70:20:10 model is not only theoretical but also grounded in practical, effective strategies.

Communities of practice, informal learning and serendipity ❤️  

Riitta 

(Ideation and first draft by Riitta, with editing assistance from ChatGPT-4)

Reading links:

70-20-10 method
https://702010institute.com/project/the-702010-methodology/

Research article: Facing Disruptive Changes With Informal Workplace Learning Strategies: The Experience of European Companies https://www.frontiersin.org/articles/10.3389/fpsyg.2022.889850/full