The 70/20/10 learning model is a framework for learning and development that suggests individuals obtain knowledge through three main sources: 70% from challenging assignments, 20% from developmental relationships, and 10% from coursework and training. This model was developed by Morgan McCall, Michael M. Lombardo, and Robert A. Eichinger at the Center for Creative Leadership in the 1980s.
What is the 70/20/10 Learning Model?
The 70/20/10 model is a guideline for optimizing learning and development in organizations. It emphasizes that the majority of learning (70%) comes from real-life, on-the-job experiences. This experiential learning is complemented by social learning (20%), which involves feedback, mentoring, and coaching from peers and leaders. Finally, formal educational events or structured courses account for the remaining 10%.
How Does the 70/20/10 Model Work?
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70% Experiential Learning: Most learning occurs through hands-on experience. Employees develop skills by tackling challenging projects, solving problems, and making decisions in real-world situations.
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20% Social Learning: Interaction with others is crucial. Employees learn by observing, collaborating, and receiving feedback from colleagues, mentors, and supervisors.
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10% Formal Education: Structured courses and training programs provide foundational knowledge and skills. This includes workshops, seminars, and online courses.
Origins of the 70/20/10 Model
The 70/20/10 framework was conceptualized by researchers at the Center for Creative Leadership. Their studies on effective leadership development highlighted the importance of experiential learning and the role of social interaction in professional growth. McCall, Lombardo, and Eichinger’s work underscored the limitations of relying solely on formal training for skill development.
Why is the 70/20/10 Model Effective?
The model is effective because it mirrors the natural way adults learn and develop competencies. By focusing on experiential and social learning, organizations can foster a culture of continuous improvement and adaptability.
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Real-world Application: Experiential learning ensures that knowledge is applied in practical contexts, leading to better retention and understanding.
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Social Interaction: Learning from peers and mentors provides diverse perspectives and enhances problem-solving skills.
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Structured Learning: Formal education offers a foundation that supports and enhances experiential and social learning.
Implementing the 70/20/10 Model in Organizations
To successfully implement the 70/20/10 model, organizations need to create an environment that supports all three learning components. Here are some strategies:
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Encourage On-the-Job Learning: Assign challenging projects and stretch assignments to employees. Create opportunities for cross-functional collaboration.
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Foster a Culture of Feedback: Promote a culture where feedback is regularly exchanged. Encourage mentorship and coaching programs.
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Invest in Formal Training: Provide access to relevant courses and workshops that align with organizational goals and individual development plans.
Benefits of the 70/20/10 Model
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Enhanced Skill Development: By focusing on experiential learning, employees develop practical skills that are immediately applicable.
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Increased Engagement: Employees are more engaged when learning is integrated into their daily work and when they receive support from peers and mentors.
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Adaptability: The model prepares employees to adapt to changing environments and tackle new challenges effectively.
Challenges and Considerations
While the 70/20/10 model offers numerous benefits, it is not without challenges:
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Measurement: Assessing the impact of experiential and social learning can be difficult. Organizations need to develop metrics to evaluate learning outcomes.
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Balance: Achieving the right balance between the three components requires careful planning and customization to fit the organization’s needs.
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Resource Allocation: Implementing the model may require significant investment in terms of time and resources, particularly for developing robust mentoring and coaching programs.
People Also Ask
What are the limitations of the 70/20/10 model?
The main limitations include challenges in measuring the effectiveness of experiential and social learning, potential imbalance between the three learning components, and the need for significant resources to support mentoring and coaching programs.
How can organizations measure the success of the 70/20/10 model?
Organizations can measure success by tracking employee performance metrics, conducting surveys to gather feedback on learning experiences, and evaluating the impact of learning initiatives on business outcomes.
Is the 70/20/10 model applicable to all industries?
While the model is broadly applicable, its implementation may vary across industries. Organizations should tailor the approach to fit their specific context, considering factors such as industry demands, organizational culture, and workforce characteristics.
Can the 70/20/10 model be adapted for remote work environments?
Yes, the model can be adapted for remote work by leveraging digital tools for collaboration and communication, offering virtual mentorship and coaching, and providing online training resources.
How does the 70/20/10 model compare to other learning frameworks?
Compared to other frameworks, the 70/20/10 model emphasizes experiential and social learning more heavily. It aligns closely with adult learning theories that prioritize practical application and peer interaction over traditional classroom-based education.
Conclusion
The 70/20/10 learning model offers a comprehensive approach to employee development by emphasizing experiential, social, and formal learning. By understanding and implementing this model, organizations can enhance skill development, increase engagement, and foster adaptability among their workforce. For more insights, consider exploring related topics such as experiential learning techniques and effective mentoring programs.
