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70:20:10 Model: How To Get Practical Within Learning and Development

Applying the 70:20:10 Model in Learning and Development

When you are at work and have a task that is completely new, what do you do? Do you attempt your own research? Maybe you ask the co-worker sitting next to you for advice? According to the 70:20:10 model, we know exactly how the majority of learning and development in the workplace is made up.

  • 70% – Mostly, learning comes from experience within the role such as challenges, practice and daily tasks.
  • 20% – Next, we learn through our colleagues and various other people.
  • 10% – Finally, we have the formal learning in structured training courses.

According to the model, we have experiential, social, and formal learning but where did this start? In truth, there are actually two 70:20:10 models that businesses use as the other is for managing innovation. Today, we will be focusing on the learning and development model that was first brought to attention in the 1980s. In North Carolina, the Center for Creative Leadership (CCL) was carrying out research on the topic to improve the performance in the workplace. Since then, the model has grown from strength to strength.

Implementing the System – If you’re looking to introduce the 70:20:10 model into your business, you might be wondering how to get started but we have some advice here today.

Experiential – Considering the majority of learning occurs through employees doing their job, you can support this by ensuring the relevant training or reference materials are available at all times. Whenever they need material, you will provide this with performance support. To do this, the right learning management tools need to be available. Preferably, you need tools with analytics and data so you can see whether they are being used effectively. If possible, you could also utilize mobile devices since this is both easy and convenient for all employees.

Social – In truth, there is no way to force this section as it occurs naturally. Once again, you can encourage employee-to-employee learning though by providing the right tools. Within an LMS, you should be looking for knowledge sharing. With a tool like this in place, the 20% can occur and employees will help other.

Formal – If you have read criticisms about the 70:20:10 model, you will have seen many people suggesting that it is against formal training. However, this isn’t the case at all; instead, the model looks to encourage high-quality training. If you think about it, formal training in the foundation upon which the other two sections can be built. As long as you have good formal training in place, the social and experiential sections will follow without a problem.

Summary – Over the years, the 70:20:10 model has captured the imagination of many and it is easy to see why. As long as you follow these tips, you can encourage it within your organization.