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L&D Glossary CATEGORY Talent Management Filter by Letter # 9-box matrix (aka Talent Management Grid) A talent management tool used to evaluate employees on two dimensions: performance and potential. Read More Prev 1 2 1 ... 1 2 ... 2 Next

L&D Glossary CATEGORY Employee Performance Filter by Letter # A B C E K L M P R S T U 360-degree feedback 360-degree feedback is a performance appraisal method where an employee receives feedback from supervisors, peers, subordinates, and sometimes clients. It provides a comprehensive view of the individual’s performance and areas for development. Read More 9-box matrix (aka Talent Management Grid) A talent management tool used to evaluate employees on two dimensions: performance and potential. Read More ARCS Model of Motivation The ARCS Model of Motivation, developed by John Keller, is a framework designed to enhance learner motivation. It focuses on four key components: Attention, Relevance, Confidence, and Satisfaction, aiming to create engaging and effective learning experiences. Read More Appreciative Inquiry Coming soon Read More Assessing Learning Coming soon Read More Balanced scorecard Coming soon Read More Behavior Coming soon Read More Behavioral Engagement Theory Coming soon Read More Behavioral Engineering Model (BEM) Coming soon Read More Benchmarking Coming soon Read More Chief Human Resources Officer (CHRO) Coming soon Read More Chief Learning Officer (CLO) Coming soon Read More Prev 1 2 1 ... 1 2 ... 2 Next

< Back 70-20-10 Description The 70-20-10 model is a well-known framework in the field of Learning and Development, proposed by the Centre for Creative Leadership. It posits that effective development is achieved through a mix of different learning experiences: 70% from challenging assignments and on-the-job experiences (experience), 20% from developmental relationships such as mentoring and coaching (exposure), and 10% from formal educational activities like courses and training programs (education). This model emphasizes the importance of experiential learning and social learning in addition to structured education, advocating for a balanced approach to professional development that integrates learning into everyday work activities. There is a lot of criticism around the model: The original research interviewed nearly 200 successful managers in 1996. They were asked how they became “successful”.The research has never been repeated with other non-managerial roles and on a larger scale. The specific ratios (70%, 20%, 10%) lack rigorous empirical validation. The framework might oversimplify the complex nature of learning and development and don’t take into account things like informal learning or technologies. Example A marketing manager wants to develop leadership skills. Following the 70-20-10 model: 70% : They take on a challenging project managing a cross-functional team to gain practical leadership experience. 20% : They seek mentorship and participate in peer feedback sessions to learn from others. 10% : They enroll in a leadership development course to gain theoretical knowledge and structured training. Further reading Lombardo, M., and R. Eichinger. 2011. The Leadership Machine: Architecture to Develop Leaders for Any Future . Minneapolis: Lominger International: A Korn/Ferry Company. Jefferson, A. and Pollock, R. (2014) 70:20:10: Where Is the Evidence? Available at: https://www.td.org/insights/70-20-10-where-is-the-evidence (Accessed: June 2024). Work-Learning Research. (2019). The 70-20-10 Framework Gets Its First Scientific Investigation. [online] Available at: https://www.worklearning.com/2019/04/19/the-70-20-10-framework-gets-its-first-scientific-investigation/ [Accessed on June 2024]. Categories Instructional Design L&D Basics L&D Project Management L&D Strategy L&D Tools Leadership and Management Development Learning Design Learning Theory Personal Development Report an issue! ​ Request a new glossary term?

< Back Waterfall Description Waterfall methodology, derived from the ADDIE model, is a structured approach that progresses through a series of sequential and linear steps. The process consists of six distinct stages: Scope and Requirements Analysis Design Implementation Testing and Verification Maintenance Each phase in a Waterfall project represents a crucial milestone in the development cycle, with a clear demarcation between them. In a true Waterfall design project, one stage must be completed before the next can commence, promoting a methodical and systematic progression. One of the key characteristics of the Waterfall model is the lack of iteration between stages. Once a phase is finalized, the focus shifts entirely to the subsequent step, without revisiting previous ones. This rigidity can be advantageous in certain settings, particularly in environments characterized by bureaucratic structures such as the military. In such contexts, where risk mitigation and adherence to strict protocols are paramount, the Waterfall approach provides a reliable framework for project management. Unlike iterative methodologies that allow for flexibility and continuous refinement through feedback loops, Waterfall is better suited for projects where failure is not an option and prototyping is not feasible. By adhering to a predetermined sequence of steps, Waterfall methodology offers a methodical and predictable path for project completion, ensuring that each stage is thoroughly completed before progressing to the next. This structured approach is particularly beneficial in scenarios where a high degree of planning and predictability is required to achieve successful outcomes. Example Further reading Evans, J. R. (2020). Instructional Design Methods . The Students’ Guide to Learning Design and Research. https://edtechbooks.org/studentguide/instructional_design_methods Categories L&D Basics L&D Project Management L&D Project Management (mini toolkit) Buy Now Report an issue! ​ Request a new glossary term?

L&D Glossary CATEGORY Leadership and Management Development Filter by Letter # A B C D E F G H I J K L M N O P Q R S T U V W e 10 Conditions for Change A framework that outlines 10 key factors necessary for successfully adopting a new positive behaviour. Read More 360-degree feedback 360-degree feedback is a performance appraisal method where an employee receives feedback from supervisors, peers, subordinates, and sometimes clients. It provides a comprehensive view of the individual’s performance and areas for development. Read More 70-20-10 A learning and development framework suggesting that 70% of learning comes from on-the-job experiences, 20% from interactions with others, and 10% from formal educational events. Read More 9-box matrix (aka Talent Management Grid) A talent management tool used to evaluate employees on two dimensions: performance and potential. Read More Action Learning Approach in learning design that emphasizes solving real problems through a cycle of planning, taking action, and reflecting on the results. Read More Action Learning Set Coming soon Read More Active listening Coming soon Read More Adult Learning Coming soon Read More Adult learning theory Coming soon Read More Agile Learning Coming soon Read More Andragogy The study of adult learning, as opposed to pedagogy, which focuses on educating children. Andragogy addresses the specific needs and characteristics of adult learners. Read More Appreciative Inquiry Coming soon Read More Prev 1 2 1 ... 1 2 ... 2 Next

L&D Glossary CATEGORY Learning Theory Filter by Letter # S 70-20-10 A learning and development framework suggesting that 70% of learning comes from on-the-job experiences, 20% from interactions with others, and 10% from formal educational events. Read More Self-directed Learning In this model, the learner takes the initiative in identifying their own needs, goals, and resources and sets on a learning journey, taking an active role in seeking and applying knowledge. Read More Prev 1 2 1 ... 1 2 ... 2 Next

L&D Glossary CATEGORY L&D Strategy Filter by Letter # A B C D H I K L M N O P R S T U V W e 10 Conditions for Change A framework that outlines 10 key factors necessary for successfully adopting a new positive behaviour. Read More 70-20-10 A learning and development framework suggesting that 70% of learning comes from on-the-job experiences, 20% from interactions with others, and 10% from formal educational events. Read More 9-box matrix (aka Talent Management Grid) A talent management tool used to evaluate employees on two dimensions: performance and potential. Read More ADDIE model ADDIE is a popular course creation framework comprising five steps: Analysis, Design, Development, Implementation, and Evaluation. It acts as a step-by-step guide to crafting effective learning experiences. Though often used in L&D, ADDIE is more akin to a project management model, ensuring that following its steps results in successful outcomes. Read More AI (Artificial Intelligence) AI in learning utilizes machine learning algorithms and intelligent systems to personalize education, automate administrative tasks, and enhance learner engagement through adaptive learning technologies, providing tailored educational experiences and improved learning outcomes. Read More Agile Learning Coming soon Read More Balanced scorecard Coming soon Read More Board-level development Coming soon Read More CIPD Coming soon Read More Chief Human Resources Officer (CHRO) Coming soon Read More Chief Learning Officer (CLO) Coming soon Read More Chief People Officer (CPO) Coming soon Read More Prev 1 2 1 ... 1 2 ... 2 Next

< Back 5 moments of need Description The 5 Moments of Need is a learning and performance support model developed by Bob Mosher and Conrad Gottfredson for APPLY Synergies . It identifies five key moments when learners need support: When learning something for the first time, When wanting to learn more, When trying to apply or remember, When something goes wrong, and When something changes. This model emphasizes the importance of providing appropriate resources and support at these critical moments to enhance learning and performance. It encourages a shift from traditional training to continuous learning and performance support integrated into the workflow. Example An instructional designer implementing the 5 Moments of Need model might create a comprehensive learning ecosystem for new software training. This ecosystem includes: initial training sessions (learning for the first time), advanced tutorials (learning more), job aids and quick reference guides (applying what they’ve learned), troubleshooting guides (solving problems), and update notifications with new features and processes (changing the way they do things). By aligning resources with the specific needs of the learners at these moments, the designer ensures continuous support and improved performance. Further reading Gottfredson, C. & Mosher, B., 2011. Innovative Performance Support: Strategies and Practices for Learning in the Workflow . McGraw-Hill. Apply Synergies, n.d.. Methodology. Apply Synergies . Available at: https://www.applysynergies.com/methodology/ . Pappas, C., 2014. How to Use the 5 “Moments of Need” Model in Corporate eLearning. eLearning Industry . Available at: https://elearningindustry.com/use-5-moments-of-need-model-in-corporate-elearning . The 5 Moments of Need UK, n.d. The 5 Moments of Need. The 5 Moments of Need UK . Available at: https://www.5momentsofneed-uk.com/the5momentsofneed . Bite Size Learning, n.d.. The five moments of (learning) need. Bite Size Learning . Available at: https://www.bitesizelearning.co.uk/resources/five-moments-need-learning-theory . Hall, M., Holt, D., 2018. Learning at the Moment of Need. ATD . Available at: https://www.td.org/insights/learning-at-the-moment-of-need . Categories Learning Design Performance Management Report an issue! ​ Request a new glossary term?

L&D Glossary CATEGORY Learning Evaluation Filter by Letter # 360-degree feedback 360-degree feedback is a performance appraisal method where an employee receives feedback from supervisors, peers, subordinates, and sometimes clients. It provides a comprehensive view of the individual’s performance and areas for development. Read More Prev 1 2 1 ... 1 2 ... 2 Next

L&D Glossary CATEGORY Performance Management Filter by Letter # 5 moments of need This model identifies critical instances when learners require support: learning for the first time, learning more, applying what they’ve learned, solving problems, and changing the way they do things. Read More 9-box matrix (aka Talent Management Grid) A talent management tool used to evaluate employees on two dimensions: performance and potential. Read More Prev 1 2 1 ... 1 2 ... 2 Next

< Back 360-degree feedback Description 360-degree feedback, also known as multi-rater feedback, is a comprehensive performance appraisal method where feedback is gathered from an employee’s: Supervisors and/or line managers, Peers, Subordinates, and (Sometimes) clients. This approach aims to provide a holistic view of an individual’s performance by capturing diverse perspectives on their skills, behavior, and effectiveness in their role. The feedback is typically collected via anonymous surveys and is used to identify strengths and areas for improvement, facilitating personal and professional growth. This method is particularly valuable for leadership development, as it helps leaders understand how their actions impact others and fosters a culture of continuous improvement. Example A manager in a large corporation might participate in a 360-degree feedback process where they receive anonymous feedback from their team members, colleagues, and supervisors. The feedback highlights the manager’s strengths, such as effective communication and strategic thinking, and identifies areas for improvement, such as delegation skills. The manager uses this feedback to create a personal development plan, attend relevant training sessions, and seek mentorship to address the identified areas, ultimately enhancing their leadership capabilities and team performance. 360-degree feedback is often used in Leadership and/or Management Development Programs. Participants in the program are encouraged to complete a 360-degree feedback at the beginning and at the end of the program. This might help them understand what changes have occurred as a result of the development program. Further reading Lepsinger, R. & Lucia, A.D., 2009. The Art and Science of 360 Degree Feedback . 2nd ed. Wiley. Peacock, T., 2007. 360 Degree Feedback Pocketbook . eBook ed. Management Pocketbooks. Ketkin, I., 2023. Comprehensive guide to 360-degree feedback. The L&D Academy . Available at: https://www.thelndacademy.com/post/comprehensive-guide-to-360-degree-feedback [Accessed June 2024]. Peiperl, M., 2001. Getting 360 Degree Feedback Right. Harvard Business Review . Available at: https://hbr.org/2001/01/getting-360-degree-feedback-right [Accessed June 2024]. Mind Tools Content Team, n.d. 360-Degree Feedback. Mind Tools . Available at: https://www.mindtools.com/a78j7m1/360-degree-feedback [Accessed 29 June 2024]. Rouvalis, C., 2022. 360-Degree Feedback Is Powerful Leadership Development Tool. SHRM . Available at: https://www.shrm.org/topics-tools/news/organizational-employee-development/360-degree-feedback-powerful-leadership-development-tool [Accessed June 2023]. Boogaard, K., 2023. Your pain-free guide to 360-degree feedback. Atlassian . Available at: https://www.atlassian.com/blog/communication/360-degree-feedback [Accessed June 2023]. Categories Career Development Employee Performance L&D Basics L&D Tools Leadership and Management Development Learning Evaluation Needs Analysis Personal Development 360-Degree Feedback Toolkit Buy Now 360-Degree Feedback Question Bank Buy Now Report an issue! ​ Request a new glossary term?

L&D Glossary CATEGORY Career Development Filter by Letter # A B C E I J L M O P R S T U V 360-degree feedback 360-degree feedback is a performance appraisal method where an employee receives feedback from supervisors, peers, subordinates, and sometimes clients. It provides a comprehensive view of the individual’s performance and areas for development. Read More ARCS Model of Motivation The ARCS Model of Motivation, developed by John Keller, is a framework designed to enhance learner motivation. It focuses on four key components: Attention, Relevance, Confidence, and Satisfaction, aiming to create engaging and effective learning experiences. Read More Board-level development Coming soon Read More Career development Coming soon Read More Career path Coming soon Read More Coaching Coming soon Read More Counselling Coming soon Read More Cross-skilling Coming soon Read More Cross-training Coming soon Read More Employee development plans Coming soon Read More Internal mobility / Internal movement Coming soon Read More Job analysis Coming soon Read More Prev 1 2 1 ... 1 2 ... 2 Next