Impact Leadership Programs

Not a course but rather, meaningful workplace outcomes with outstanding quantifiable change

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Impact Leadership Program

IQ + EQ + AQ = Impact Leadership
The 70-20-10 Action Learning Model

“Tell me and I forget, teach me and I may remember, involve me and I learn.” – Benjamin Franklin

Impact Leadership is the pinnacle for any organisation that is serious about its people, the work environment and future profitability. This program is all encompassing and all inspiring combining Science of Self, National Qualifications and benchmark modeling of Action Learining, Application and Business EQ.

Action Learning is about making it stick and applying the learnt skill or knowledge, so it becomes part of your working life or life skills.  The 70-20-10 model combined with the 3cm twist is how 3cm applies and imbeds.

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The 70-20-10 Action Learning Model

The 70-20-10 Action Learning Model

Action Learning is about making it stick and applying the learnt skill or knowledge, so it becomes part of your working life or life skills. The 70-20-10 model combined with the 3cm twist is how 3cm applies and imbeds.

 

  • 70% of learning comes from real life on-the-job experiences, tasks and problem solving.
  • 20% of learning comes from feedback, working with and observing role models.
  • 10% of learning comes from traditional training

This model is based on research done by Morgan McCall and the Centre for Creative Leadership. The % representation was designed as a weighting concept to demonstrate that you can’t have one without the other and some are more powerful than others. For example, if we take out workshops of group engagement and conceptualising, then workplace learning on its own will only achieve a one-dimensional view of a task, problem or concept. It has always been acknowledged that practical application of anything is the strongest method of embedding a skill or knowledge, however to accelerate this, people need quality coaching, mentoring and engagement from experienced skilled people.

 

The 70-20-10 Action Learning Model is implemented in 3cm‘s learning experiences through:

 

  • 70% Ongoing: 6-24 months based on your tailored program, workplace applied and workplace assessed.
  • 20% Ongoing mentoring and coaching
  • 10% Engaging relevant workshops from experienced people

The Process

What is the process?

STEP 1: Contact 3cm

  • We come to you, no charge no obligation, for an initial consultation. This opportunity gives 3cm and your organisation open dialogue to identify the need and carry out some due diligence.
  • 3cm will design a suggested Impact Leadership Program based on the initial consultation for you to consider.
  • After consultation and agreement (this may require more than one consultation), a contract is accepted and the program is implemented.

STEP 2: Consultation

The organisations Lead Person is consulted with monthly, or as required, and kept up to date with the candidates and programs progress. This is also an opportunity to adjust for identified needs as we progress. 3cm’s learning and development is characterised by interactive project forums and or workshops, with group action learning and collaborative research that can be immediately applied in the workplace.

Ideally, cohorts will be kept to a group of six to ten participants with a focus on hands on learning. Workplace projects are applied to real work-based activities, rather than theory and textbook for the summative assessment.

3cm training is organised to suit busy schedules and compacted to minimise time away from the workplace, which we understand is a major consideration when planning professional development.

STEP 3: Assessment

Depending on the content of your Impact Leadership Program, assessment will be carried out. This could be assessment applicable to National Qualifications or assessment based on organisational requirements, or none.

STEP 4: Graduation

Again, this will depend on the Leadership Program. This will also include an analysis of the program outcomes. It is the organisations decision to continue or end at this point. 3cm knows from experience and there is copious evidence to support that, training, mentoring and coaching never end. With this in mind, 3cm would recommend an ongoing mentoring and coaching process tailored to the organisations budget and needs.

3cm also acknowledges that candidates may have previous experience or qualifications that could award them credits for units of competence. For more information, get in touch with the 3cm team today.

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3cm’Success Evidence

Our Clients have consistently said;

  • Learning Objectives 90.2%
  • Personal Objectives 86.5%
  • Learning Materials 87.9%
  • Administration 86.0%
  • Completion rate of candidates in Impact Leadership Programs 96%
  • Coaching and Mentoring 1:1 Sessions at 94%
  • Workshop Rating of 89%
  • Overall Client rating 97%

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Success Evidence

Increasing Engagement

Increasing Engagement

Most modern companies lean on performance reviews to provide employees with feedback and an evaluation of their work. That is not what the changing workforce is looking for. Employees, specifically millennials, want more from their employers, things like purpose, opportunities to engage with each other and to develop their strengths. To a millennial, their ‘work’ life and their ‘personal’ life are interconnected and are both a part of their cumulative identity.

That knowledge, coupled with the amount of money lost in productivity, is ample reason to change course and lean towards a desire to boost employee engagement.

Why we do what we do…

60% of Australian employees are disengaged at work.  A further 16% are actively disengaged.

Q. | What’s the cost to the economy of those actively disengaged?
A. | $54.8 billion a year

…how much is it costing your business?
(from Gallup State of the Global Workplace Report 2013).

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State of the Global Workplace

State of the Global Workplace Survey Details 2018?

While the results were up for one company, the reality is there is still important work to be done when it comes to employee engagement, Gallup says. In their latest State of the Global Workplace report, 85% of employees are not engaged or actively disengaged at work. To be more specific, Gallup says 18% are actively disengaged at work, while 67% are not engaged at all. These individuals are not necessarily the worst performers at a company, but they are indifferent when it comes to their respective organisations. This translates to employees giving companies their time, but not the best version of their work.

As a result, there are major financial consequences for businesses around the world; to the tune of $7 trillion in lost productivity.

As a comparison, these are the percentages of employee engagement in 2017, based on data from the companies that participated in the Gallup survey: