Learning Journey Builder

Overview

The Learning Journey Builder skill helps design complete learning ecosystems that extend far beyond the workshop. It integrates formal training (10%), work-based learning (70%), and social learning (20%) into cohesive journeys.

When to Use This Skill

• Designing complete 6-week or longer learning programs
• Creating stretch assignments and work-based practice
• Planning coaching and peer learning structures
• Building communities of practice
• Designing sustained learning pathways
• Mapping workflow integration for new skills
• Planning for application support post-training

70:20:10 Model Overview

70% - Work-Based Learning

• Real projects and stretch assignments
• Graduated complexity over time
• Peer collaboration on actual work
• Just-in-time support when stuck

20% - Social Learning

• Embedded coaching (1-on-1 or manager-led)
• Peer learning and pair programming
• Communities of practice
• Retrospectives and reflection

10% - Formal Training

• Workshop (just-enough content)
• Online learning (supplemental, job aids)
• Quick references and on-demand support

Journey Design Components

1. Kickoff: Workshop that frames all learning
2. Phase 1 (Weeks 1-2): Coached work, high support
3. Phase 2 (Weeks 3-6): More independent, peer collaboration
4. Phase 3 (Weeks 7+): Sustained practice, lower support
5. Measurement: Continuous tracking of application and results

Resources

Reference templates for:

• Complete 70:20:10 journey maps
• Stretch assignment designs
• Coaching conversation guides
• Community of practice charters
• Application tracking frameworks
• Learning ecosystem sustainability plans

Integration with Other Skills

• training-designer: Use together to design sessions
• training-reviewer: Validate materials
• training-content-creator: Generate actual content
• Use these alongside learning-journey-builder for complete programs

Best Practices

✅ Do:

• Focus on learner outcomes and business impact
• Use real work examples and scenarios
• Design for application, not knowledge recall
• Measure what matters

❌ Don't:

• Train what doesn't drive behavior change
• Use simulated practice over real work
• Over-design solutions for simple problems
• Ignore the business context