In the world of professional development and corporate training, one model stands out as a cornerstone for effective learning: the 70-20-10 Learning Model. This framework provides a simple yet powerful structure to guide individuals and organizations in their pursuit of skill enhancement and knowledge building. But what exactly is the 70-20-10 model, and why does it work so well? In this blog, we’ll dive into its origins, principles, practical applications, and benefits.

What is the 70-20-10 Learning Model?

The 70-20-10 Learning Model is a framework for professional development, first proposed by researchers Morgan McCall, Robert Eichinger, and Michael Lombardo at the Center for Creative Leadership in the 1980s. It suggests that:

  • 70% of learning comes from on-the-job experiences (experiential learning).
  • 20% of learning stems from social interactions (peer learning, mentoring, coaching).
  • 10% of learning is acquired through formal training (courses, workshops, e-learning).

This distribution emphasizes that the majority of learning happens informally, through real-world application and interactions, rather than in classrooms.

The Breakdown of the 70-20-10 Model

1. 70% – Experiential Learning

Experiential learning occurs through hands-on tasks and challenges faced in day-to-day work. This type of learning includes:

  • Problem-solving in real-life situations.
  • Leading projects or teams.
  • Learning from failures and successes.
  • Shadowing colleagues in different roles.

The idea is that by immersing oneself in real-world tasks, individuals not only acquire technical skills but also develop competencies like critical thinking, decision-making, and adaptability.

2. 20% – Social Learning

Social learning focuses on collaboration and interaction with others. Examples include:

  • Receiving feedback from peers or supervisors.
  • Engaging in mentoring or coaching relationships.
  • Participating in team brainstorming sessions or discussions.
  • Networking with professionals within and outside the organization.

This segment emphasizes the value of relationships and shared knowledge, highlighting that learning is often amplified when done in a group or community.

3. 10% – Formal Learning

Formal learning is the structured and traditional method of acquiring knowledge. It includes:

  • Attending training sessions, workshops, or seminars.
  • Completing e-learning modules or certifications.
  • Reading industry-related books, articles, or research papers.

While formal learning plays a smaller role, it provides foundational knowledge and theories that can be applied during experiential and social learning.

Why Does the 70-20-10 Model Work?

The success of the 70-20-10 model lies in its holistic approach to learning. Here’s why it works:

  1. It Reflects Real-Life Learning: Most people learn by doing, observing, and interacting. The model aligns with natural learning behaviors.
  2. Encourages Active Participation: Experiential and social learning require individuals to actively engage, leading to better retention and skill development.
  3. Balances Theory and Practice: Formal learning provides the theoretical backbone, while experiential and social learning ensure practical application.
  4. Adapts to Changing Needs: The model is flexible and can be tailored to fit different industries, roles, and individual learning styles.

Practical Applications of the 70-20-10 Model

The 70-20-10 model can be applied in various ways to enhance learning and development strategies:

1. Individual Development Plans

Employees and managers can use the model to create personalized development plans. For instance:

  • 70% Experiential: Assign challenging projects or cross-departmental tasks.
  • 20% Social: Pair employees with mentors or create peer learning groups.
  • 10% Formal: Enroll them in relevant courses or certifications.

2. Leadership Development Programs

Leadership development often requires a mix of real-world experience, feedback, and formal training. The model ensures that future leaders learn not only from coursework but also from managing teams and receiving guidance from senior leaders.

3. Corporate Training Strategies

Organizations can design their training programs around this model by:

  • Reducing over-reliance on classroom training.
  • Incorporating job rotations and stretch assignments.
  • Encouraging peer learning through workshops and collaborative tools.

4. Learning Technology Integration

With the rise of digital learning platforms, the 70-20-10 model can guide the integration of tools like:

  • Learning management systems (LMS) for formal education.
  • Social learning networks for peer interaction.
  • Virtual simulations for experiential learning.

Benefits of the 70-20-10 Learning Model

The 70-20-10 model offers several advantages for both individuals and organizations:

  1. Enhanced Skill Retention: By emphasizing hands-on and interactive learning, the model ensures that skills are retained and applied effectively.
  2. Increased Employee Engagement: Employees feel more motivated when they learn in diverse, practical ways.
  3. Faster Skill Development: Real-world challenges accelerate the learning curve compared to theoretical instruction alone.
  4. Cost-Effective Training: Focusing on experiential and social learning reduces the dependency on expensive formal training programs.
  5. Supports Continuous Learning: The model fosters a culture of ongoing development by integrating learning into daily work.

Challenges and Criticisms

While the 70-20-10 model is widely adopted, it is not without challenges:

  1. Difficult to Measure: Tracking informal learning (experiential and social) can be challenging compared to formal training.
  2. Not One-Size-Fits-All: The 70-20-10 split is a guideline, not a strict rule, and may not suit every organization or role.
  3. Requires a Learning Culture: Organizations must cultivate a supportive environment for experiential and social learning to thrive.

Despite these limitations, the model remains a valuable framework when adapted thoughtfully.

Real-Life Success Stories

1. Google

Google employs a version of the 70-20-10 rule for innovation and employee development. Employees are encouraged to spend:

  • 70% of their time on core job responsibilities.
  • 20% on related projects of interest.
  • 10% on entirely new and creative initiatives.

This philosophy not only drives learning but also fuels innovation.

2. General Electric (GE)

GE incorporates experiential learning into its leadership development programs. Participants undertake real-world assignments in different business units, supplemented by mentoring and classroom sessions.

Adopting the 70-20-10 Model in Your Organization

To implement the 70-20-10 model effectively:

  1. Assess Learning Needs: Identify the skills and knowledge gaps in your organization.
  2. Blend Learning Methods: Design programs that integrate experiential, social, and formal learning opportunities.
  3. Leverage Technology: Use tools like learning platforms, mentoring apps, and project management software.
  4. Measure Impact: Develop metrics to evaluate the effectiveness of learning initiatives.

Conclusion

The 70-20-10 Learning Model is more than just a framework—it’s a philosophy that recognizes the diverse ways people learn and grow. By emphasizing experiential and social learning alongside formal education, it creates a balanced and effective approach to development. Whether you’re an individual looking to upskill or an organization aiming to empower your workforce, the 70-20-10 model provides a roadmap for success.

Adopting this model not only enhances learning outcomes but also fosters a culture of continuous improvement. In a rapidly changing world, that’s a lesson worth learning.

Would you like to explore how the 70-20-10 model can be tailored to your specific learning and development needs? Let’s connect and discuss!

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