The 70 20 10 training method is a learning and development framework that emphasizes experiential learning, social learning, and formal education. This model suggests that 70% of learning comes from on-the-job experiences, 20% from interactions with others, and 10% from formal educational events. It is widely used to enhance workplace skills and personal development.
What is the 70 20 10 Training Method?
The 70 20 10 training method is a framework for learning and development that breaks down the process into three distinct parts:
- 70% Experiential Learning: This involves learning through practical, hands-on experiences. It includes solving real-world problems, tackling challenges, and applying new skills in daily tasks.
- 20% Social Learning: This component focuses on learning through interactions with others, such as mentoring, coaching, and collaborative projects.
- 10% Formal Education: This is comprised of structured courses, workshops, and other educational programs.
The model is designed to optimize learning by emphasizing real-world application and social interaction over traditional classroom learning.
Why Use the 70 20 10 Model?
The 70 20 10 model is popular because it mirrors how people naturally learn and develop skills. By focusing on experiential and social learning, organizations can:
- Enhance Skill Retention: Practical application helps solidify new skills.
- Encourage Collaboration: Social learning fosters teamwork and knowledge sharing.
- Increase Engagement: Employees are more engaged when learning is relevant and interactive.
How to Implement the 70 20 10 Training Method?
Implementing the 70 20 10 method involves several steps:
- Identify Learning Objectives: Clearly define what skills or knowledge need to be developed.
- Create Experiential Opportunities: Design projects and tasks that challenge employees to apply new skills.
- Facilitate Social Learning: Encourage mentorship, peer feedback, and collaborative work environments.
- Provide Formal Education: Offer workshops, online courses, and seminars to support foundational learning.
Practical Example of the 70 20 10 Model
Consider a marketing team looking to improve digital marketing skills:
- 70% Experiential: Team members manage real campaigns, analyze data, and make strategic decisions.
- 20% Social: Regular peer reviews and group brainstorming sessions foster idea exchange.
- 10% Formal: Employees attend digital marketing workshops and webinars.
Benefits of the 70 20 10 Training Method
The 70 20 10 method offers several benefits:
- Adaptability: Can be tailored to various industries and roles.
- Cost-Effective: Reduces reliance on expensive formal training.
- Employee Empowerment: Encourages self-directed learning and personal growth.
Challenges of the 70 20 10 Model
While effective, the 70 20 10 model does have challenges:
- Measurement: Difficult to quantify experiential and social learning outcomes.
- Resource Intensity: Requires time and resources to create experiential learning opportunities.
- Cultural Fit: Not all organizations have a culture that supports informal learning.
People Also Ask
What are the origins of the 70 20 10 model?
The 70 20 10 model was developed in the 1980s by Morgan McCall, Michael Lombardo, and Robert Eichinger at the Center for Creative Leadership. It was based on research into how successful managers learn.
How does the 70 20 10 model differ from traditional training methods?
Traditional training methods often emphasize formal education, while the 70 20 10 model focuses more on experiential and social learning, allowing for more practical application and collaboration.
Can the 70 20 10 model be applied to all industries?
Yes, the 70 20 10 model is versatile and can be adapted to various industries, from corporate environments to educational institutions, by customizing experiential and social learning opportunities.
What are some examples of social learning in the 70 20 10 model?
Examples of social learning include mentoring programs, team projects, peer feedback sessions, and collaborative workshops where employees can learn from each other’s experiences.
How can technology support the 70 20 10 model?
Technology can enhance the 70 20 10 model by providing platforms for online collaboration, virtual mentorship, and access to digital learning resources, making it easier to implement social and formal learning components.
Conclusion
The 70 20 10 training method is a powerful approach to learning and development that aligns with natural learning processes. By emphasizing experiential and social learning, it helps organizations create engaged, skilled, and adaptable workforces. Implementing this model requires thoughtful planning and a supportive culture, but the benefits of enhanced skill retention and collaboration make it a valuable strategy for modern workplaces. Consider integrating the 70 20 10 method into your organization’s training program to foster continuous growth and development.
