For the past 15 years, a truism about talent development called 70-20-10 has been widely accepted. The logic goes like this: 70 percent of learning and development takes place “on the job,” 20 percent comes from feedback, observation and working with role models, and only 10 percent can be attributed to formal trining such as executive education programs. When focus shifts to how a leadership brand can embed an organization’s brand through the actions and behaviors of its people, the realization arises that this formula has changed.