(2 minute read)
“Anyone who stops learning is old. Anyone who keeps learning stays young.”
Henry Ford
If we accept the premise of the 70:20:10 Rule – which claims that approximately 70% of our work-related learning comes from on-the-job experiences, 20% from peer-to-peer coaching conversations, and 10% from participating in more formal learning experiences – we realise that there is an essential role played in all forms of professional development.
Most organisations are aware of the inherent value of providing learning and development opportunities to their employees, which includes increased engagement and greater enthusiasm toward personal, team, and company goals.
Harvard Business School recently shared; “The key to engaging employees through training is to provide options where employees are learning what they need to know and how they want to learn it.”
In addition to any company-based professional development, we’re encouraged to establish our own learning plans, which can identify the specific skills, knowledge, or behaviours we’d like to further develop. This personal learning plan (or journey) provides a structured learning experience that guides individuals through a process of acquiring new knowledge, skills, or behaviours.
By including milestones and checkpoints along the way, a learning journey helps individuals track their progress and see how far they have progressed.
The learning journey also helps employees visualize their path, which is useful for those who may feel overwhelmed or unsure of how to proceed. It also allows employees to skip redundant or irrelevant content.
Seeing progress mapped out in a learning journey gives learners a sense of accomplishment as they complete each activity and move closer to completing their developmental goals.
- Learning new skills
- Improved confidence
- Enhanced credibility
- Boost leadership skills
- Build personal network
- Measurable career progression
