Designing Remote Learning That Actually Sticks With 70-20-10<\/h2>\n
Remote work has changed the way we hone our skills, bridge knowledge gaps, and improve on-the-job performance. So, how can you provide your remote workforce with the training they need by implementing relevant and relatable eLearning programs? That’s where the 70-20-10 model of L&D comes into play. This guide explores how this approach can help you keep your geographically dispersed teams in the know.<\/p>\n
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eBook Release<\/p>\n
The 70-20-10 Model Of Learning And Development: Remote Learning That Actually Sticks<\/p>\n
Dive into practical ways to build skills, grow, and stay engaged, even when working from afar.<\/p>\n<\/p><\/div>\n<\/p><\/div>\n
The Perks Of The 70-20-10 Model In L&D<\/h3>\n
From virtual mentorships and peer online learning to taking on more tasks to build real-world experience, the 70-20-10 model gives organizations the opportunity to develop well-rounded training programs that instill self-confidence and prepare employees for everyday challenges. One of the standout benefits of remote work is flexibility, and this model heavily focuses on self-paced learning that’s embedded into the flow of work and encourages experience-driven skills development.<\/p>\n
About This eBook<\/h3>\n
What are the key components of this model? How can remote workers practice learning by doing? Here’s a brief overview of what you’ll find in this guide:<\/p>\n
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- The 70-20-10 Model Of L&D: Why It Works And Why It’s Relevant In Remote Work Environments<\/li>\n
- Remote Learning By Doing: The 70% Of The 70-20-10 Model<\/li>\n
- Learning From Others Virtually: The 20% Of The 70-20-10 Model<\/li>\n
- Formal Online Learning: The 10% Of The 70-20-10 Model<\/li>\n
- How To Build Your Own 70-20-10 Remote Learning Plan<\/li>\n
- Adapting The 70-20-10 Model Of L&D To The Future<\/li>\n<\/ul>\n
Get Your Copy<\/h3>\n