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One ongoing Harvard business review study (since 1988) found that work experience and nurturing environment (job assignments, organizational relationships, and especially performance feedback) accounts for about 70% of the professional-development learning relevant to career advancement, with about 15% each for formal training courses and life experiences outside work through your hobbies, interests and family.

The ‘numbers’ get my attention because they give some objectivity to the ongoing debate on measuring the ROR (rate of return) for any human skills intervention.

It’s not surprising that 70% is attributed to one’s professional-development through a nurturing environment. The critical caveat is learning and whether the organisation subscribes to it in word and deed.

There is a choice – you either advocate and implement sustainable human learning practices or you plan for atrophy and extinction.

You can grab an extra 15% of your personal development through formal training courses.

When last did you partake in such and do you have a blend of technical and non-technical (soft skills) learning. If you are leading there is little value in being a ‘guru’ in your trade unless you can work well with people.

JJ Rockefeller said that he would pay more for the ability to work with people than any other ability under the sun. His philosophy made him one of the richest people of all time.

Lastly, you can work the numbers for the remaining 15% which relates to life experiences. Nothing extra required as we create these every day. Or do we?  If one is not intentional about these experiences their outcomes may not be to your liking.

You may begin by asking whether your network and everyday rituals are getting you what you want.

I am the author of Leading Self and Others (how to make a difference where you are with what you’ve got) and Teaming with ideas (life lessons in teams- from business, sport and parkrun). You can contact me here.