Teammate: Learning Philosophy Guide

Learning & Development Philosophy Guide

Teammate Guide Issue Date : 05.02.2024

“For the things we have to learn before we can do them, we learn by doing them.”

― Aristotle, The Nicomachean Ethics

Contents

Page 5

Page 6

Page 8

You Matter!

The Importance Of Our Teammates

Individual Development & Why It Matters

Supportive Management & HR

Page 11

Page 12

Preparing For Development Opportunities

70/20/10 Development Model

4

You Matter!

The Importance Of Our Teammates & Your Value To The Organization As an MCC teammate, you are one of our greatest assets and investing in your growth and development is a key priority for us. It aligns with our values and demonstrates MCC’s commitment to both our collective and individual growth and successes.

Benefits of Developing our Teammates: • • • • • •

Enhances morale and fosters stronger work relationships Encourages loyalty and increases overall performance Leads to higher levels of employee satisfaction and job retention Strengthens team dynamics and boosts productivity Fosters a sense of belonging and unity within the organization Contributes to the success and growth of the company as a whole

Our teammates are the key to success at MCC.

5

What Is Individual Development & Why Does It Matter?

Individual development is the ongoing process of improving your skills, knowledge, and capabilities in your current role or to become better positioned for future career opportunities. When done well, it offers you exposure to a variety of formal and informal training, self-study, and on-the-job practice opportunities, which are important for enhancing job performance, increasing engagement, and promoting career advancement.

Development is an individual journey that requires dedication, curiosity, and a growth mindset. Embrace new opportunities and challenge yourself regularly to learn something new.

Every teammate is responsible for their own development, regardless of their role.

In order to achieve success, guidance and support from Managers AND HR are essential.

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The Importance of Supportive Management and HR Both Managers and HR play an important role in guiding and supporting your development.

• Managers and HR provide guidance as to whether or not development opportunities align with the broader goals of the organization.

• Managers and HR should regularly engage with you to discuss newly learned knowledge, skills, and abilities.

"Tell me and I forg Teach me and I remember. Involve m and I learn."

- Benjamin Franklin For development to be effective and impactful, you need opportunities to discuss and apply what you are learning; otherwise, it won't have a lasting effect. In fact, studies suggest that as much as 90% of information is forgotten within 30 days.

If You Don't: 9 9 9 9

Talk about it Reflect on it Practice it Get feedback on it

You’ll likely forget it!

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Preparing For Development Opportunities Before planning to pursue any development opportunities, you must be in good standing without any current performance issues.

A Teammate In Good Standing If you are in good standing and are meeting or exceeding expectations without any issues, we encourage you to continue seeking challenges and expanding your skills. Ongoing support, feedback, and opportunities for advancement will help ensure you continue to thrive and contribute positively to the team. Celebrate your successes with your manager and HR. Your development goal(s) should be linked to one of your current performance objectives. Development goals should complement or improve your current responsibilities and contribute to your career development targets that you have discussed with your manager.

A Teammate With Performance Issues If you and your manager are currently working through any performance issues, your focus should solely be on specific areas and measures to help improve your performance. This means that there should be no emphasis on stretch assignments and The main priority is performance remediation.

Your manager will work closely with you to identify steps toward remediation.

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70/20/10 Development Model

The 70/20/10 development model is a widely-used framework that suggests in

Challenging Assignments and On-the-Job Experiences: This includes day-to-day tasks, projects, stretch assignments, and other responsibilities that provide practical, hands-on learning opportunities.

20% Relationships and Feedback: This involves learning from mentors, coaches, peers, and feedback from supervisors or colleagues. It includes formal mentoring programs, coaching sessions, and informal learning through observation and interaction with others.

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ndividuals learn best through a combination of three types of experiences:

70%

10%

Formal Training and Education: This consists of workshops, seminars, courses, certifications, and other structured learning activities aimed at developing specific skills or knowledge.

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70/20/10 Example: Picture a soccer player who wants to improve their game and eventually play at a higher level. They decide to follow the 70/20/10 model to guide their development.

70% Experience: The player spends the majority of their time practicing on the field, dribbling, passing, shooting, and working on defensive skills. This hands-on experience allows them to develop muscle memory, refine techniques, and improve overall performance. Additionally, the player participates in regular games, either with their team or in local leagues, where they can apply what they’ve learned in practice to real game situations. Through these experiences, the player gains valuable insights into their strengths and weaknesses, learns how to handle pressure, and becomes more confident on the field.

20% Exposure: Recognizing the importance of guidance and feedback, the player seeks out experienced coaches and mentors who can provide personalized advice and support. They attend training sessions led by knowledgeable coaches who can analyze their game play, identify areas for improvement, and offer constructive feedback. Additionally, the player watches videos of professional soccer games and studies the techniques of elite players, learning from their strategies and decision-making on the field. By surrounding themselves with knowledgeable mentors and immersing themselves in the expertise of others, the player gains valuable insights and accelerates their learning process.

10% Education: Finally, the player dedicates a portion of their time to formal education and skill development programs.

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They attend soccer camps and clinics where they can learn from expert coaches and trainers, focusing on specific aspects of the game such as shooting mechanics, defensive strategies, or strength and conditioning. Additionally, the player reads books and watches instructional videos on soccer fundamentals, expanding their knowledge base and gaining new perspectives on the game. While formal education represents a smaller portion of the player’s overall development, it provides structured learning opportunities and complements their practical experience on the field. By following the 70/20/10 model, the young soccer player is able to effectively develop their skills and improve their performance on the field. They combine hands-on experience with exposure to expert guidance and formal education, creating a well-rounded approach to their development journey. Over time, this integrated approach allows the player to reach their full potential as a soccer player and achieve their goals in the sport.

By following the 70/20/10 model, the young soccer player is able to develop their skills and improve their performance on the field. The player combines hands-on experience with exposure to expert guidance and formal education, creating a wellrounded approach to their development journey.

Over time, this integrated approach allows them to reach their full potential as a soccer player and achieve their goals in the sport.

In the soccer example, the development plan highlighted the soccer player's commitment to advancing their skill set. Continuous development is essential at EVERY stage of your career. To further explore this idea, let's look at a year at MCC while following our talent review timeline.

Annual Performance Process Goal Setting

JAN

Goal Setting

FEB

Mid-Year Review

AUG

MAR

Talent Review

SEP

APR

Talent Review

OCT

MAY

Mid-Year Review

JUL

JUN

NOV

Year-End Review

DEC

= Working On Goals/Development

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Public Speaking 70/20/10 Development Plan Example Improving public speaking skills may not directly relate to a specific project or performance goal, but it can support career development aspirations. An example of what a public speaking development strategy is provided below.

Goal: To develop/improve public speaking skills to build confidence as a leader.

70%

• •

Observe teammates Lead a team meeting that offers a safe space to practice and receive feedback

20%

• • •

Toastmasters support – social learning Coaching/networking with others Meet with/interview speakers you know and admire

10% 10%

• •

E-Learning courses Book/article recommendations

All development tasks are scheduled within the calendar year and should be reassessed and adjusted as new learning opportunities arise.

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Create A 70/20/10 Development Plan Complete the development plan provided below to map out your development strategy. If you require guidance in creating your plan, refer to the public speaking development plan for assistance.

Development Plan Name:

Goal:

70%:

20%:

10%:

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NOTES

NOTES

Contact: Talentdevelopment@mcclabel.com