The 70:20:10 model suggests that training should be made up of 70% job-related experiences, 20% interactions with others, and then the final 10% from educational events. Although this model was founded over 30 years ago, by three authors and researchers, it is still going stronger than ever today. Over the years, many training methods have come and gone but one that has remained a favorite for many is the 70:20:10 rule.
By Kasper Spiro | 9-03-2018
In business, there are two variants of the 70-20-10 model – managing innovation and education. As a learning and development tool, it was Morgan McCall and a handful of colleagues who first introduced the 70-20-10 model. After asking 200 people in high positions within their job how they learned, the following results were seen:
- Challenging Assignments – 70%
- Development Relationships – 20%
- Coursework and Training – 10%
After releasing the report, it was explained that the majority of learning came from experience, feedback, mistakes, etc. Therefore, on-the-job experiences, problem solving, and working on tasks accounted for around 70% of learning. In terms of working with colleagues, listening to feedback, and working with both good and bad examples, this fell at 20%. Essentially, this left just 10% of learning to come from official training and courses.
Over the years, there has been some criticisms for the 70-20-10 model from academics with the main issues being a lack of empirical supporting data, who was asked in the survey, and the fact that perfect numbers have been used. With this in mind, it is important to remember that the model was never made as a prescriptive solution but rather inspiration for non-formal learning. As long as we all know that the model isn’t based on fact, we can proceed with caution.
As we said earlier, the 70-20-10 model has two main functions and the second of these is managing innovation. In this model, it suggests that employees should spend their time doing the following to maximize innovation;
- Core Business Tasks – 70%
- Related Projects – 20%
- Unrelated Projects – 10%
According to Eric Schmidt and even Google, this is the best method for encouraging innovation within a group of employees.
Just as importantly, the 702010 model supports a culture of “yes” rather than “no.” It promotes “what-if,” out-of-the-box thinking. This positive framework feeds our core business while also encouraging new ideas and big dreams that can become huge wins for the company—those 10x moonshots we were talking about earlier. In the long run, a few of those unrelated 10% ideas will turn into core businesses that become part of the 70%. And that’s good for business and the bottom line.
Charles Jennings’ famous 70-20-10 rule explains how we learn new information in the workplace. When learning new skills, up to 70 percent of what we really learn comes from our own personal experience and discovery, up to 20 percent comes from asking others for help, and just up to 10 percent comes from formal training.
By Kasper Spiro | 9-03-2018
The 70-20-10 learning model has gained much attention over the years and now many huge businesses look to encourage it every day. Essentially, the model says that the majority of learning and development occurs on the job whilst a small percentage comes from mentoring and collaboration with colleagues. Finally, the smallest amount is from formal training and this makes sense as it is where they spend the least amount of time. However, where is the supporting evidence?
By Kasper Spiro | 9-03-2018
Getting started with your first online e-learning course can be a challenging task, but knowing how to get started is half the battle. The good news is that, in today’s world, information is free and easy to find! One quick Google search will yield multiple results with guides on how to create your first e-learning course and you will end up with over a 100 best practices in a couple of minutes! The downside to this is that you might get lost in the vast sea of information. To help you get started, here are 7 of the best tips on creating your first e-learning course with Easygenerator.
Images are expensive, and you do not want to violate copyrights. Finding good images that you are allowed to use can be a challenge. Here is a list with free services to images and other resources that you are allowed to use.
The A-La-Carte Model combines face-to-face instruction with an elective online course chosen by the learner according to their interests or needs. This way, a trainer can expand the range of study resources that learners may choose from in order to boost their motivation and ultimately personalize their learning path.
For many people it can be confusing, but there are actually two versions of SCORM available on the market: SCORM 1.2 and SCORM 2004, but what is the difference? The answer to that question can be found in the three changes that the newest version (2004) brings to the table:
For many companies who are new to e-learning, it can be difficult to decide if you want to build SCORM-compliant courses and run them in a learning management system (LMS) or if you should look at other options. Some might not even know what SCORM is or what it does. With the rise of Experience Application Programming Interface (xAPI) and other methods, SCORM is not the only option out there anymore.
By Kasper Spiro | 2-03-2018
Learning departments face inevitable questions as they move toward user-generated content: Will the content be any good? Who is accountable for the quality? Let’s see 3 successful cases of implementing user-generator content.