Learning and development are the main components of being successful in the workplace. Many companies invest in these two components to have better working environments. In order to get better results there are several types of methods that can use in the workplace. The 70:20:10 model is a widely recognized framework for learning and development that numerous organizations implement to design impactful training programs.
The approach, which was created by scholars and practitioners at the Center for Creative Leadership, highlights that social connections, formal education, and practical experience are the greatest ways to promote learning and growth. The 70:20:10 method effectively guides companies and individuals to engage in more practical and actionable learning through a balanced approach to various learning activities. This model holds significant importance in contemporary business settings where flexibility, responsiveness, and ongoing improvement are essential.
What is the 70:20:10 Model?
The 70:20:10 model relies on the idea that 70% of learning is derived from practical experience, 20% from social relationships (learning from peers), and 10% from structured education (such as training in schools and online courses).
This approach recognizes that although conventional education holds significance, it frequently does not suffice when utilized in isolation. In accordance, growth and development occur when individuals actively participate in their work, address genuine challenges, and gain insights from their experiences.
70% On-the-Job Experience
70 is the most significant element. Because this highlights the importance of learning via practical tasks and the challenges encountered in the workplace.
Participating in actual-life situations, like addressing new projects, solving problems, and accepting additional responsibilities, offers essential opportunities for skill enhancement and learning.
20% Social Learning
20 is a feature that emphasizes how crucial feedback, coaching and mentoring are. It involves gaining expertise via interactions with mentors, managers, and coworkers, assisting people in acquiring fresh views, soft skills, and knowledge from others’ experiences.
10% Formal Education
Workshops, seminars, online courses, and certificates are examples of structured learning environments that fall under 10. Especially, formal education provides fundamental information and theory, even though it makes up the smallest percentage.
How Does the 70:20:10 Model Work?
The 70:20:10 model functions by distributing learning experiences across practical, social, and formal contexts, creating a balanced development strategy.
On-the-Job Learning (70%)
Employees learn through experience while they work on their jobs.This hands-on learning promotes creativity, ingenuity, and improving problem-solving skills. Employees develop competence and confidence by overcoming real problems, which aids in their mastery of their tasks and duties.
Social Learning (20%)
The model’s social component uses connections and exchanges to promote growth. By studying their work practices, asking for guidance, or getting constructive criticism, employees can learn from their mentors, managers, or peers.
For instance, a younger employee assisting an experienced manager can watch how decisions are made and gain important knowledge about how to tackle challenging issues. Peer review and mentor meetings can give staff members a safe space to talk about problems and come up with solutions.
Formal Learning (10%)
Traditional learning techniques including classes, training courses, certificates, and seminars include in the formal education component. Fundamental theory and knowledge gives staff members the tools they need to do their jobs well.
To learn the fundamentals of good leadership, for instance, a manager would go to a leadership seminar. Even though it makes up a lesser portion of the paradigm, formal education offers a structured foundation on which workers may expand through social learning and practical experience.
Benefits of the 70:20:10 Model
The 70:20:10 model offers a range of benefits for both employees and organizations by creating a dynamic and flexible approach to learning and development.
Encourages Practical Skill Development
Because 70% of the learning happens on the job, employees are continuously challenged and acquire hands-on experience that’s directly relevant to their role. This experiential learning promotes practical skills that are more likely to be retained and applied effectively.
Improves Adaptability With 70:20:10
The model encourages a more responsive and adaptable workforce. Employees who learn through real-world experiences can handle change and unexpected challenges, making them valuable assets in fast-paced work environments.
Supports Continuous Learning
With the 70:20:10 model, learning doesn’t stop at formal training sessions. It’s an ongoing process where employees are constantly developing through their daily tasks and interactions with others. This continuous learning approach helps maintain a high level of engagement and motivation among employees.
Builds Stronger Team Dynamics via 70:20:10 Method
Social learning encourages collaboration, communication, and knowledge-sharing within teams. Employees learn from each other’s experiences, making the team more cohesive and improving overall performance. The social aspect of the model also supports mentorship and coaching, fostering a culture of support and mutual growth.
Cost-Effective and Scalable
Unlike traditional learning methods that rely heavily on formal training, the 70:20:10 model emphasizes learning on the job and through social interaction, both of which require minimal investment. This makes it a cost-effective and scalable approach for organizations of all sizes, allowing them to foster learning and development without significant budget increases.
How Does the 70:20:10 Model Affect Leadership Development?
The 70:20:10 approach also can be extremely helpful for developing leaders because it gives prospective leaders a combination of formal training, mentorship, and real-world experience.
Experiential Learning (70%)
Leadership development frequently necessitates practical experience. Through on-the-job learning, aspiring leaders are provided with opportunities to manage projects, make decisions, and assume responsibilities that challenge their skills. This approach to learning enables individuals to cultivate essential leadership skills, including decision-making, problem-solving, and conflict resolution, which are most effectively refined through practical challenges
Social Learning (20%)
Mentorship and coaching play essential roles in the development of leadership skills. The 20% social learning component enables aspiring leaders to acquire valuable insights from experienced leaders within the organization. They acquire important skills through observation, inquiry, and constructive feedback. Consistent engagement with seasoned mentors enables emerging leaders to gain a more profound insight into successful leadership strategies, encompassing team management and the ability to motivate and inspire others.
Formal Training (10%)
Formal education remains a crucial component of leadership training. Workshops, seminars, and online courses provide essential insights into leadership theories, strategies, and techniques. This organized learning equips leaders with a strong theoretical foundation, addressing key subjects like emotional intelligence, strategic planning, and communication skills.