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#CAREERS LEARNING ON THE JOB HOW TO#

If you hit a roadblock, try to solve it by yourself – that is a key part of the learning.

Investigate before seeking help – Learning on the job usually does not have as much support as you get in a training classroom.

For example, if you are working on communication skills, you could ask a trusted colleague to watch you during a meeting and provide feedback afterwards. Slowdown as you go and reflect on your learning.

Keep learning in mind along with the task – When caught up in executing a task, it is easy to forget the bigger picture.

Make sure you are aligned on what the task is and what additional learning is intended.

Clarify expectations – When you get an OTJ experience assignment, confirm the intended outcome with your supervisor.

Your organization and to prepare you for broader career moves. They are great opportunities for you to gain skills and visibility in

#CAREERS LEARNING ON THE JOB HOW TO#

How to navigate an OTJ learning experienceĪs an employee, take advantage of OTJ experiences when you Remember to debrief the learning in addition to the outcome of the task. Debrief the learning – When complete, talk about the assignment.Monitor throughout – Keep track of the experience to provide guidance, support and feedback as needed.For example, the task might be to execute a task with another department, but the skill you want the employee to develop is about building collaborative relationships. As you assign the it, explicitly tell the employee that this is an OTJ experience and what skills you want them to learn. Structure the experience – Be thoughtful about structuring the experience.Although it might be quicker for you to do it yourself, it becomes a learning experience when delegated. That might mean delegating some of your tasks to them. Be intentional – Make a point of finding opportunities to stretch your direct reports.70/20/10 Development modelĪs an established guideline in the training world, the 70/20/10 model of development refers to the recommended percentages of different types of learning. In this post, we’ll build on that research to review the established 70/20/10 model of development and go deeper into the practicalities of setting up developmental job challenges. In a previous post, we reviewed research by Seibert, Sargent, Kraimer and Kiazad (2017) that showed that OTJ learning provides the most effective leadership development. How do you design an effective on-the-job learning experience for your team? How do you take advantage of one yourself?

OTJ learning connects many small pieces into powerful development. Daily challenges and stretch assignments provide terrific on-the-job (OTJ) learning, and work gets accomplished at the same time.

On-the-job learning connects many small pieces into powerful developmentĮmployees learn best by trying new things on the job.