The 70-20-10 Model for Learning and Development is a commonly used formula within the training profession to describe the optimal sources of learning by successful managers. It holds that individuals obtain 70% of their knowledge from job-related experiences, 20% from interactions with others, and 10% from formal educational events.
The model was created in the 1980s by three researchers and authors working with the Center for Creative Leadership, a nonprofit educational institution in Greensboro, North Carolina. The three, Morgan McCall, Michael M. Lombardo and Robert A. Eichinger, were researching the key developmental experiences of successful managers.
The 70-20-10 learning model is considered to be of greatest value as a general guideline for organizations seeking to maximize the effectiveness of their learning, and development programs through other activities and inputs. The model continues to be widely employed by organizations throughout the world.
The model’s creators hold that hands-on experience (the 70%) is the most beneficial for employees because it enables them to discover and refine their job-related skills, make decisions, address challenges and interact with influential people such as bosses and mentors within work settings. They also learn from their mistakes and receive immediate feedback on their performance.
Employees learn from others (the 20%) through a variety of activities that include social learning, coaching, mentoring, collaborative learning and other methods of interaction with peers. Encouragement and feedback are prime benefits of this valuable learning approach.
The formula holds that only 10% of professional development optimally comes from formal traditional courseware instruction and other educational events, a position that typically surprises practitioners from academic backgrounds.
FAQs
The 70 20 10 model states that people obtain: 70% of their knowledge from job-related experiences, 20% from interactions with others, like coworkers and managers, 10% from formal learning events.
What is the 70:20:10 model for learning and development? ›
In fact, it states that: 70% of learning happens through on-the-job experience. 20% of learning happens socially through colleagues and friends. And 10% of learning happens via formal training experiences.
Is it true or false in the 70:20:10 model of development 70% of development comes from taking classroom training? ›
Furthermore, their findings suggested that 70% of learning and development happens through on-the-job experiences, 20% through interactions with others, and 10% through formal education. Finally, this is often considered the first formal articulation of the 70 20 10 Rule as we know it today.
Is the 70/20/10 learning model still relevant? ›
To sum up: it's still a valid guideline, with the right tools.
Which percentage should be spent for on-the-job training responses in the 70 20 10 concept? ›
The 70-20-10 rule reveals that individuals tend to learn 70% of their knowledge from challenging experiences and assignments, 20% from developmental relationships, and 10% from coursework and training.
How do you write a 70/20/10 development plan? ›
A 70 20 10 development plan prioritizes on-the-job learning as it accounts for 70% of learning and development. Then mentoring with colleagues and superiors, which accounts for 20%, and finally, formal learning making up the last 10%.
What are the three es of the 70 20 10 learning model described in this module? ›
The 70-20-10 learning model suggests that learning happens through three main types of experiences: 70% from on-the-job experiences, tasks, and problem solving. 20% from feedback and from working with role models. 10% from formal training and reading.
What is the 70 20 10 learning model alternative? ›
My humble suggestion is that we replace the 70-20-10 model with something I call the 3-to-1 learning model. It's a simple, actionable model: for every one formal learning event, you should design and facilitate three on-the-job application exercises.
What is the 70/20/10 content approach? ›
70% of content should be proven content that supports building your brand or attracting visitors to your site. 20% of content should be premier content which may be more costly or risky but has a bigger potential new audience, for example 'viral videos' or infographics. 10% of content should be more experimental.
What are the implications of the 70/20-10 model for choosing a training method? ›
It suggests that 70% of what we learn comes from on-the-job experiences, 20% from colleagues and co-workers, and 10% from formal training. Applying the 70:20:10 model in your organization is a great way to increase knowledge and achieve better performance.
Disadvantages
- It doesn't focus on formal training enough: Many L&D professionals argue that devoting only 10% to formal learning is insufficient. ...
- It's challenging to evaluate it: Since much of this model relies on the learner's personal experiences, it can be hard to test for effectiveness.
Unlock the potential within your workforce with Together
The future of learning lies in experience, and the 70:20:10 framework offers a powerful roadmap to get you there. It empowers your employees to take ownership of their development, fueled by real-world experiences, and collaborative learning.
What is the 70 20 10 saving model? ›
The 70-20-10 budget formula divides your after-tax income into three buckets: 70% for living expenses, 20% for savings and debt, and 10% for additional savings and donations. By allocating your available income into these three distinct categories, you can better manage your money on a daily basis.
What is the 70 20 10 rule for career development? ›
🌟 Have you heard of the 70:20:10 rule in workplace learning and development? It's a model that suggests 70% of learning happens through on-the-job learning, 20% through social learning, and the remaining 10% through formal education.
What is the 70 20 10 training approach? ›
This model states the following: 70% of learning and development come from on-the-job training. 20% of learning and development come from networking opportunities. 10% of learning and development come from formal training.
Where does the 70 20 10 model of learning and development propose that 70% of a person's development comes from? ›
It proposes that 70% of learning comes from on-the-job experiences, 20% from interactions with others (such as mentors or colleagues), and 10% from formal education or training. The rule highlights the importance of experiential and social learning in addition to formal instruction.
What is the 70 20 10 rule for individual development? ›
Based on the principle that:
70 percent of learning comes from experience, experiment and reflection. 20 percent derives from working with others. 10 percent comes from formal interventions and planned learning solutions.
