What is the 70 20 10 Action Plan?
The 70 20 10 action plan is a learning and development model that emphasizes a balanced approach to acquiring skills and knowledge. It suggests that 70% of learning comes from on-the-job experiences, 20% from interactions with others, and 10% from formal educational events. This model is widely used in corporate training programs to optimize employee development.
Understanding the 70 20 10 Model
What Does the 70 20 10 Rule Mean?
The 70 20 10 rule provides a framework for effective learning by dividing it into three distinct components:
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70% Experiential Learning: This involves learning through hands-on experience, solving real-world problems, and performing tasks. It’s the most impactful part of the model because it allows individuals to apply theory to practice.
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20% Social Learning: This includes learning from peers, mentors, and supervisors through feedback, collaboration, and observation. Social interactions help in gaining insights and understanding different perspectives.
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10% Formal Learning: This consists of structured courses, workshops, and seminars. While the smallest portion, it provides foundational knowledge and theoretical understanding.
Why Use the 70 20 10 Framework?
The 70 20 10 framework is designed to create a well-rounded learning experience that fosters continuous improvement. It encourages employees to:
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Develop Practical Skills: By focusing on experiential learning, employees can enhance their practical skills and adapt to changes more efficiently.
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Leverage Social Networks: Engaging with colleagues and mentors accelerates learning by sharing knowledge and experiences.
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Build Foundational Knowledge: Formal education ensures that employees have the necessary theoretical background to understand advanced concepts.
Implementing the 70 20 10 Action Plan
How to Apply the 70 20 10 Model in the Workplace?
To successfully implement this model, organizations can follow these steps:
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Identify Learning Objectives: Clearly define what skills or knowledge employees need to acquire.
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Create Experiential Opportunities: Design projects, assignments, or roles that challenge employees and allow them to learn by doing.
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Foster a Collaborative Environment: Encourage teamwork, mentorship, and peer learning to facilitate social learning.
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Provide Access to Formal Training: Offer courses, workshops, or online resources to support formal education.
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Monitor and Evaluate Progress: Regularly assess the effectiveness of the learning initiatives and make necessary adjustments.
Practical Example of 70 20 10 in Action
Consider a company aiming to improve its customer service team’s skills:
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Experiential Learning (70%): Employees are given opportunities to handle customer queries independently, with real-time problem-solving tasks.
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Social Learning (20%): Regular team meetings and feedback sessions are organized where employees share experiences and learn from each other.
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Formal Learning (10%): The company offers workshops on communication skills and customer service best practices.
Benefits of the 70 20 10 Model
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Enhanced Skill Development: Employees develop a comprehensive skill set that combines practical, social, and theoretical knowledge.
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Increased Engagement: Learning becomes more engaging and relevant, as it is closely tied to everyday tasks and real-world challenges.
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Improved Performance: With a balanced approach, employees are better equipped to perform their roles effectively and adapt to new situations.
People Also Ask
How is the 70 20 10 model different from traditional learning?
Traditional learning often focuses heavily on formal education, while the 70 20 10 model emphasizes a balance between experiential, social, and formal learning. This approach is more aligned with real-world applications and continuous development.
Can the 70 20 10 model be applied to all industries?
Yes, the model is versatile and can be adapted to various industries. However, the specific implementation may vary depending on the nature of the work and the organization’s goals.
What are the challenges of implementing the 70 20 10 model?
Challenges include ensuring that experiential learning opportunities are meaningful, fostering a culture of collaboration, and aligning formal training with organizational needs. It requires commitment from both management and employees to succeed.
How does the 70 20 10 model support career development?
By focusing on a holistic learning approach, the model helps individuals build a diverse skill set, making them more adaptable and prepared for career advancement opportunities.
What tools can facilitate the 70 20 10 learning model?
Tools such as learning management systems (LMS), collaboration platforms, and mentorship programs can support the implementation of the 70 20 10 model by providing resources and facilitating communication.
Conclusion
The 70 20 10 action plan is a powerful model for learning and development that emphasizes a balanced approach to acquiring skills. By integrating experiential, social, and formal learning, organizations can create a dynamic and effective learning environment. This model not only enhances employee engagement and performance but also supports continuous professional growth. For further insights into optimizing employee development, consider exploring topics such as "effective mentorship programs" and "building a collaborative workplace culture."
