Discussion: What Can Organizations Do to Build Development into the Job Experien

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Discussion: What Can Organizations Do to Build Development into the Job Experience?
Step 1) Consider the following: “Combining development and work makes even more sense if you believe the long-accepted maxim that there is a 70/20/10 formula that applies to leadership development. (That formula suggests that 70% of what you learn about leadership comes from on-the-job experiences. Coaching from your boss and others gives you the next 20% and the final 10% comes from formal classroom development.) While those exact numbers can be debated, most would say it is directionally correct. Why, then, do organizations spend virtually no time trying to gain a higher return from the 70%, a minimal effort on the 20%, and focus most of their resources on the 10%?
Willie Sutton, the bank robber, explained that he robbed banks “because that’s where the money is.” Willie’s statement is humorous, but he makes a valuable point. Applying that primitive logic, it becomes more obvious that you receive a much greater benefit from the time, energy, and effort you spend building development into your job than on the time you spend on anything else. For example, job-related feedback from a 360-degree instrument is a powerful tool to help combine development with work. Like Willie, you should focus your effort directly on the largest payoff at hand.
Step 2) Read the following article: Throw Your Old Plan Away: 6 New Ways to Build Leadership Development into Your Job
Step 3) Answer the following questions below using question and answer (Q&A) format; in other words, include the original question along with your response. Within your post, support your responses with information from the background materials or reputable outside sources and provide the full citation at the end. Use APA format for your references. Bring in your own personal experiences, readings, and research, where applicable.
Tell us about a time when you saw the 70/20/10 formula of leadership development in action. Do you agree that these are the correct percentages? If not, what is a more realistic breakdown?
What is the biggest problem with the 70/20/10 formula?
If you could reapportion the percentages as they should be instead of as they are, how would you weight the formula? For example, if the classroom portion should be 25%, where do you remove the extra 15% so it all still adds up to 100%?
Where in the 70/20/10 formula do you think coaching is most present?

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