70 20 10 Best Practice Model: What is It and Why Does It Matter?

Key Facts

• Developed in the 1980s by Morgan McCall, Michael M. Lombardo and Robert A. Eichinger

• Suggests that 70% of learning comes from challenging experiences and assignments

• Proposes that 20% of learning occurs through developmental relationships

• Indicates that 10% of learning happens through formal educational events

• Widely used in corporate learning and development strategies

What is the 70-20-10 Learning Model?

The 70-20-10 Learning Model is a framework for understanding how professionals learn and develop in the workplace. This model suggests that individuals obtain 70% of their knowledge from job-related experiences, 20% from interactions with others, and 10% from formal educational events. Here’s a breakdown of each component:

1. 70% - Experiential Learning: This is learning through hands-on experience, challenging assignments, and on-the-job training. It involves problem-solving, practicing, and learning from mistakes in real work situations.

2. 20% - Social Learning: This aspect involves learning from others through activities such as coaching, mentoring, collaborative learning, and receiving feedback. It emphasizes the importance of social interactions in the learning process.

3. 10% - Formal Learning: This represents structured learning activities such as courses, workshops, seminars, and e-learning modules. These formal learning opportunities and formal training courses are important but form the smallest portion of professional learning according to this model.

It’s important to note that these percentages are not rigid rules but rather a general guideline. The exact ratio can vary depending on the individual, the organization, and the specific learning context.

Why Does the 70-20-10 Learning Model Matter?

The 70-20-10 Learning Model matters because it provides a framework for understanding and optimizing professional development. Here's why it's significant:

1. Emphasizes Practical Experience

By highlighting the importance of on-the-job learning, the model encourages organizations to create opportunities for employees to learn through real-world experiences and challenges.

2. Recognizes the Value of Social Learning

The model underscores the importance of learning from others, promoting mentoring, coaching, and collaborative learning initiatives in the workplace.

3. Balances Formal and Informal Learning

While acknowledging the role of formal training, the model suggests that it should be complemented by experiential and social learning for maximum effectiveness.

Traditional training, often characterized by instructor-led programs, has limitations in effectively preparing employees for real-world challenges compared to modern learning approaches like the 70:20:10 model.

4. Guides Resource Allocation

Organizations can use this model to more effectively allocate their learning and development resources, potentially reducing over-investment in formal training programs.

5. Promotes Continuous Learning

By recognizing learning opportunities in daily work experiences and interactions, the model encourages a culture of continuous learning.

6. Enhances Learning Transfer

The emphasis on experiential learning can lead to better transfer of knowledge to real-world situations, improving the application of learned skills.

7. Supports Personalized Learning

The model allows for flexibility in learning approaches, recognizing that different individuals may learn best through different combinations of experiences, interactions, and formal education.

In What Kind of Scenarios is the 70-20-10 Learning Model Applicable?

The 70-20-10 Learning Model can be applied in various scenarios, particularly in corporate learning and development contexts. Here are ten scenarios where this model can be especially useful:

1. New Employee Onboarding

Design onboarding programs that combine formal training (10%) with mentoring (20%) and hands-on experience in the role (70%).

2. Leadership Development

Create leadership programs that emphasize challenging assignments (70%), mentoring and networking (20%), and formal leadership courses (10%). Incorporate training courses that support diverse learning and development activities, engaging leadership to shift towards a more collaborative and flexible learning approach.

3. Technical Skill Development

Develop technical skills through practical projects (70%), peer learning and code reviews (20%), and formal training sessions (10%).

4. Sales Training

Train sales teams through on-the-job experience (70%), role-playing and feedback sessions (20%), and formal sales technique workshops (10%).

5. Project Management

Develop project management skills through managing actual projects (70%), learning from experienced project managers (20%), and formal PM certification courses (10%).

6. Customer Service Training

Improve customer service skills through hands-on experience (70%), peer feedback and best practice sharing (20%), and formal customer service training (10%).

7. Change Management

Prepare employees for organizational changes through involvement in change initiatives (70%), discussions and feedback sessions (20%), and formal change management training (10%).

8. Innovation and Creativity

Foster innovation by encouraging experimentation (70%), collaborative brainstorming (20%), and formal creative thinking workshops (10%).

9. Cross-functional Skill Development

Develop cross-functional skills through job rotation (70%), cross-departmental mentoring (20%), and formal cross-functional training sessions (10%).

10. Soft Skills Development

Enhance soft skills like communication and teamwork through real-world practice (70%), feedback and coaching (20%), and formal soft skills workshops (10%).

How Can You Apply It at Work?

Applying the 70-20-10 Learning Model in the workplace can significantly enhance learning and development initiatives. Here are some practical steps to implement this model effectively:

1. Identify Learning Opportunities in Daily Work

Encourage employees to see their daily tasks and challenges as on-the-job experiences, which are a crucial component of the 70-20-10 model. This supports the 70% experiential learning component.

2. Create Challenging Assignments

Design stretch assignments or projects that push employees out of their comfort zones, providing opportunities for experiential learning.

3. Implement a Mentoring Program

Establish formal mentoring relationships to facilitate the 20% social learning aspect. This can include peer-to-peer mentoring as well as senior-junior mentoring.

4. Encourage Knowledge Sharing

Create platforms or sessions for employees to share their experiences and learnings with colleagues, supporting both the 70% and 20% aspects of the model.

5. Optimize Formal Training

While reducing the overall proportion of formal training, ensure that the 10% is high-quality, targeted, and directly applicable to employees’ roles. A learning management system plays a crucial role in facilitating the 70-20-10 learning model by integrating various learning methods and providing quick access to knowledge and skills, promoting a more agile and effective learning environment.

6. Use Technology for Learning

Leverage learning management systems and other technologies as part of a comprehensive learning strategy to support all aspects of the 70-20-10 model, including experiential simulations, social learning platforms, and e-learning modules.

7. Incorporate Reflection

Encourage reflective practices to help employees process and internalize their experiential and social learning experiences.

8. Provide Coaching

Train managers to be effective coaches, supporting the 20% developmental relationships aspect of the model.

9. Create Learning Paths

Develop learning paths for different roles that incorporate elements of all three learning types in the appropriate proportions.

10. Measure and Adjust

Regularly assess the effectiveness of your learning initiatives and adjust the balance of experiential, social, and formal learning as needed.

Examples

• Software Developer Learning Path: - 70%: Assign challenging coding projects, encourage contributions to open-source projects - 20%: Implement pair programming, code reviews, and tech talks - 10%: Provide access to online coding courses and send developers to relevant tech conferences

• Sales Representative Development: - 70%: Provide opportunities to handle diverse client accounts, participate in sales pitches - 20%: Set up ride-alongs with experienced sales reps, establish a sales mentoring program - 10%: Conduct formal sales technique workshops, negotiation skills training

• Manager Leadership Development: - 70%: Assign managers to lead cross-functional projects, handle challenging team situations - 20%: Create a leadership circle for peer learning, provide executive coaching - 10%: Send managers to leadership development workshops, provide access to management courses

• Customer Service Representative Training: - 70%: Provide hands-on experience handling various customer issues, encourage problem-solving - 20%: Implement call listening and feedback sessions, create customer service best practices forums - 10%: Conduct formal customer service training, conflict resolution workshops

• Marketing Professional Skill Enhancement: - 70%: Assign ownership of marketing campaigns, encourage experimentation with new marketing channels - 20%: Facilitate marketing trend discussion groups, set up mentoring with senior marketers - 10%: Provide access to online marketing courses, send to relevant marketing conferences

Useful Tips

• Remember that the 70-20-10 ratio is a guideline, not a strict rule. Adjust based on your organization's needs.

• Integrate the three types of learning rather than treating them as separate initiatives.

• Encourage employees to take ownership of their learning, particularly the 70% experiential component.

• Use technology to support and enhance all aspects of the learning model.

• Regularly review and update your learning and development strategy to ensure it aligns with the 70-20-10 model.

• Don't neglect the 10% formal learning - ensure it's high-quality and directly relevant to employees' roles.

• Foster a culture that values continuous learning and sees everyday work as a learning opportunity.

• Provide tools and frameworks to help employees reflect on and internalize their learning experiences.

Other Useful Frameworks

While the 70-20-10 Learning Model is a powerful framework for understanding professional development, there are several other models and theories that can complement its use:

1. Kolb's Experiential Learning Cycle

This model describes learning as a four-stage cycle of concrete experience, reflective observation, abstract conceptualization, and active experimentation. It can provide insight into how to maximize the 70% experiential learning component.

2. Social Learning Theory

Developed by Albert Bandura, this theory emphasizes the importance of observing and modeling behaviors, attitudes, and emotional reactions of others. It can enhance understanding of the 20% social learning aspect.

3. Adult Learning Theory (Andragogy)

Malcolm Knowles' theory of adult learning can provide insights into how to effectively design the 10% formal learning component for adult professionals.

4. Bloom's Taxonomy

This framework can help in designing learning objectives and activities across all three components of the 70-20-10 model, ensuring a range of cognitive engagement levels.

5. ADDIE Model

This instructional design model (Analysis, Design, Development, Implementation, Evaluation) can be used to systematically develop learning experiences across the 70-20-10 spectrum.

6. Kirkpatrick's Four Levels of Training Evaluation

This model can help in evaluating the effectiveness of learning initiatives designed using the 70-20-10 model.

7. Situated Learning Theory

This theory, which emphasizes that learning is embedded within activity, context, and culture, aligns well with the 70% experiential learning component of the 70-20-10 model.

By integrating these frameworks with the 70-20-10 Learning Model, organizations can develop a more comprehensive and effective approach to learning and development. Each of these theories and models offers unique insights that can enhance the design, implementation, and evaluation of learning initiatives in the workplace.