Skill matrices, career ladders, 70-20-10, and L&D that earns its budget.
For: HR, L&D, managers
The 70-20-10 model is the most cited and most misused framework in L&D. This is how to operationalize it — experience, exposure and education — into a real learning system with goals, evidence and ROI, not a slide in your training deck.
Skill matrices and capability models are the spine of modern L&D. Done right they replace fuzzy job descriptions, calibrate hiring and promotion, and tell every person exactly what to learn next. Done wrong they become an HR artifact nobody reads.
Google's Project Oxygen and a generation of follow-on research keep finding the same thing: the single biggest driver of team performance and growth is the manager. Treating managers as your primary learning system — not your courses, your LMS or your offsites — is the highest-leverage L&D move available.