Learning & Development
Skill matrices, career ladders, 70-20-10, and L&D that earns its budget.
For: HR, L&D, managers
70-20-10 Done Right: Building a Learning System That Actually Changes Behavior
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…
Skill Matrices and Capability Models: From Job Descriptions to a Real Growth System
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…
The Manager as Coach: The Highest-Leverage L&D Investment You'll Ever Make
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…
Kirkpatrick's four levels in modern L&D — what's still useful, what's been replaced
The 1959 evaluation model that still anchors enterprise L&D, the persistent measurement gap at Level 3 and 4, and the Phillips ROI addition most companies skip.
Building a leadership-development pipeline that actually produces leaders
Why generic leadership programs underperform, the Charan/Drotter pipeline model, and the cohort-based design pattern that produces 3x higher transfer-to-role…
Skills taxonomy and the skills-based organisation
Why jobs are dissolving into skills bundles, the taxonomy choices that determine whether your skills data is useful or noise, and the operational habits…
Learning in the flow of work — past the LMS
Why the average employee gets 24 minutes per week to learn, why traditional LMS courses fail, and what 'embedded learning' actually looks like in tools and…
Adult learning theory — Knowles' andragogy and Kolb's experiential cycle
Why most corporate training fails: it's designed like school. Knowles' andragogy (1968) and Kolb's experiential learning cycle (1984) are the two theories…