The Adaptive Expertise Model distinguishes between routine expertise, focused on efficiency and accuracy, and adaptive expertise, which emphasizes flexibility, innovation, and learning in novel situations.

This model outlines three core components—self-kindness, common humanity, and mindfulness—that help individuals respond to personal struggles with care rather than judgment.

This model represents a combination of deep expertise in one area (the vertical bar of the “T”) and broad knowledge across multiple disciplines (the horizontal bar), enabling collaboration and adaptability.

The Management by Objectives (MBO) model is a goal-setting framework that aligns individual and team objectives with broader organizational goals through collaboration and regular performance reviews.

The 70-20-10 model proposes that effective learning is derived 70% from on-the-job experiences, 20% from social interactions, and 10% from formal education.

Kolb’s model describes learning as a cyclical process involving concrete experience, reflective observation, abstract conceptualization, and active experimentation.

Kirkpatrick’s model evaluates training effectiveness across four levels: reaction, learning, behavior, and results.

A framework developed by Microsoft to guide the maturity of IT capabilities, focusing on areas like infrastructure optimization and business alignment.

A framework designed to help organizations develop and manage their workforce capabilities in alignment with business goals.

A five-level framework that assesses and improves an organization’s software development processes by increasing maturity over time.

This model helps leaders assess an individual’s competence (skill) and motivation (will) to determine the best approach to delegation and support.

This model suggests that 70% of learning comes from experience, 20% from social learning, and 10% from formal education.