The 70-20-10 framework for learning and development was originally developed by McCall, Lombardo and Eichinger at the Center of Leadership Development. It refers to the percentage of L&D which should come from: experiential learning (70%), social learning (20%) and formal learning (10%).

Impactful L&D opportunities for leaders driving change include:

• 70% experiential "on-the-job" learning from challenging assignments: Business transformations, corporate turnarounds, implementing major strategic initiatives, increased scope of responsibilities and international secondments. Crucible experiences that forge your leadership capability.

• 20% learning from interactions with coworkers, coaching and mentoring: Social learning by observing and working with coworkers—direct reports, peers, line managers—customers and other stakeholders. 1-to-1 and team coaching with external professional coaches, or internal company mentoring programmes.

• 10% formal training: Executive education programmes tailored to address challenges and opportunities facing your industry, or relevant professional certifications.

Ask yourself: What are the crucible experiences in my leadership context I should seek out to increase my leadership capability? Who are the stakeholders with whom I should build trustful, mutually-beneficial learning relationships for the long-term? What executive education program, or online training course, will help me address the challenges and opportunities facing my function or industry?

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