The 70/20/10 model is a research-based reference model that suggests optimal learning comes from three distinct and proportional learning experiences. Originally introduced in the 1980’s, it is still widely used in the training profession today.
The research suggests that the primary source of learning comes from learning-by-doing on the job and stresses that learning is context-dependent; that “when new skills are learned, the closer they’re learned to the time and place where new skills are used, the more ‘sticky’ those skills become” In other words, when skill-learning occurs at or near the point of use the greater the impact that learning has. The precise reason for this as noted by academic researchers is that the informal learning – mostly the 20% and 70% of learning – is much more impactful than the formal training when it comes to sustainably developing knowledge.
The 70-20-10 approach recommends training design start with learning options that are most likely to produce the greatest value (70%) and then work backwards to account for the full 100%…..Our belief is after a coach learns the framework of Stakeholder Centered Coaching®, their greatest learning occurs when sitting across the table with a leader in a real life coaching engagement. Therefore, the greatest value we can provide along the way is to bridge the 20% gap with mentorship. These design choices led us to create a training program with 3 distinct phases that punctuates the on-the-job learning in an entirely new competitive way. This has enabled us to extend learning beyond the 100% and offering continuous improvement opportunities for our coaches throughout their careers.
10% – Formal Coursework :: In the Stakeholder Centered Coaching® training program Learners begin by gaining a concrete understanding of the Stakeholder Centered Coaching® methodology: the philosophy and implementation framework.
This is acquired through a comprehensive Learning Suite packed with learning journeys covering each aspect of the methodology as well as coaching skills critical to enable client success. These self-paced courses are interactive in nature and includes multi-lateral discussions with other learners in private peer-to-peer study groups. Expertise is demonstrated throughout the journey with checkpoint quizzes and short-response submissions.
After just a few months of becoming a certified MGSCC coach, I’ve been able to better support my executive clients AND tripled my hourly coaching rate!! I’ve also been able to share the benefits of MGSCC with large MNC companies, who then engage me to help create a coaching culture. This creates even better results for them… and creates greater revenues for me – everybody wins!!
70% – Coaching Project :: Upon demonstration of expertise through the coursework, coaches advance into the cornerstone of the program: The Coaching Project. This where we wanted to challenge the status quo and raise the bar for what it means to be a certified executive coach. The Coaching Project is a 6-month coaching engagement where a coach truly earns their seat at the table. The engagement is initiated by the coach with a leader of their choosing with just 2 requirements: (1) The client is selected by the coach. Why? Because we’re helping you write YOUR coaching story. The more your Coaching Project resembles a typical engagement, the better. (2) The engagement is pro bono. This alleviates pressure on the coach to be perfect their first time out and affords more room for practice and experimentation in the engagement. At the end of the engagement, key stakeholders evaluate the leader’s growth on a -3 to +3 scale. When the client’s score is an average +1 or better, the coach receives their full Stakeholder Centered Coaching® certification.
20% – Mentorship & Coaching :: Of course, no Coaching Project would be complete without a supervisory mentor to be a trusted advisor to guide the process. Each Coaching Project participant is invited into our famous Mentorship Program which offers our coaches tailored advice and guidance as they apply their skills in the field. The Mentor Program connects the cohort of soon-to-be-certified coaches with the top coaches in our network in monthly 90-minute sessions. The first half of each session equips learners with relevant modern coaching skills and the remainder of the session focuses on guiding your unique case towards success.
Another area of innovation we insisted upon is constructing an open-ended training program. Most certification courses are terminal – that’s to say they come to a grinding halt once a coach has put in the work required to achieve their certificate. And yet, by this point we’ve invested a great deal into learning about each coach – their style, their skillset, their aspirations and goals – almost as much as they’ve invested in becoming one of us.
In our view, once you receive your certification…the relationship has just begun.
Together, we grow as a community. All certified coaches are given access to invite-only communities to share best practices in coaching, leadership, and entrepreneurship. We offer continuous learning opportunities focused on high-impact coaching skills and exercises based on some of Marshall’s greatest hits including What Got You Here Won’t Get You There, TRIGGERS, Mojo, Stakeholder Centered Leadership, and more.
We even encourage and support coaches in creating sub-communities with peer-to-peer coaching, role play practice labs, and local onsite gatherings. At Marshall Goldsmith Stakeholder Centered Coaching® we equip each individual we certify with the skills, tools, and community they need to build the career of their dreams.
Picking your next coach certification is a big decision. Why do it alone? Our dedicated Program Advisors are here to answer questions and help determine fit. So if you’re feeling stuck – let us serve you. We’ll help you articulate your must-haves and nice-to-haves in a certification, share how our program might be a fit, and even point you towards other programs that might be valuable to look at. As coaches, we’re all in this together. Connect with us, today.
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