The 70-20-10 strategy was created by the Center for Creative Leadership based on thirty years of Lessons of Experience research.[ref]Ron Rabin, Blended Learning for Leadership: The CCL Approach (Greensboro, NC: Center for Creative Leadership, 2014). The 70-20-10 principle is also described by Kramer and Nayak, Nonprofit Leadership Development, 82-101; Kramer, “Solving the Time and Money Puzzle”; and Hoyle, Informal Learning in Organizations, 168-177.[/ref] This strategy is designed to help current leaders develop potential leaders with limited time requirements. In this post I show you how to use the 70-20-10 strategy to develop potential leaders in your nonprofit organization or church. The 70-20-10 rule for leader development follows this breakdown: 70 percent challenging assignments, 20 percent developmental relationships, and 10 percent coursework and training. In nonprofit organization these three components reinforce each other and add up to a whole that is greater than the sum of its parts. Before examining the 70-20-10 strategy closer, it is important to describe what it is not. Robin Hoyle mentions that he has seen the 70-20-10 approach misrepresented in the following statements: 90 percent of learning is done on the job, it is how people naturally learn, the numbers do not matter at all, the 20 percent is done most effectively through Twitter and LinkedIn, and that since most learning is done on the job there is no need for training courses (Hoyle, Informal Learning in Organizations, 169).
I. THE 70-20-10 STRATEGY FOR LEADER DEVELOPMENT
A. 70 Percent Challenging Assignments