Slides from the session, "Developing Yourself and Others" - Ball State University (April 2015)

1. Michelle Baker
phase(two)learning
developing
Yourself
and
Others

2. Welcome!
Tell us about yourself!
• Your name
• Your role
• Something you’re hoping to get from
today’s session

3. 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

4. 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

5. Owning your Development

6. 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?

7. What does it mean to “own your
development?”
Let’s list our ideas on the chart.
Let’s Discuss

8. 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

10. 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

11. 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

12. Whole-Person Development

13. 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

14. 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

15. 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

16. 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

17. 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

18. 70:20:1o Learning

19. 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
Building
Relationships
Formal Training

22. 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

23. 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

24. 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

25. Developing Others

26. 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

27. Your Action Plan

28. 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

29. 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

30. 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

31. Any questions?