Who invented the 70/20/10 rule?

The 70/20/10 rule is a learning and development model that suggests individuals gain 70% of their knowledge from job-related experiences, 20% from interactions with others, and 10% from formal educational events. The model was developed by Morgan McCall, Michael Lombardo, and Robert Eichinger at the Center for Creative Leadership in the 1980s. This framework helps organizations structure employee development programs effectively.

What is the 70/20/10 Rule?

The 70/20/10 rule is a guideline for optimizing learning and professional development. It emphasizes the importance of experiential learning, social learning, and formal education.

• 70% from Experiential Learning: This involves learning through direct job experiences, tackling challenges, and problem-solving. It is considered the most impactful way to acquire new skills.
• 20% from Social Learning: This component highlights the role of learning from others through mentoring, coaching, and feedback. Interaction with peers and leaders provides valuable insights and guidance.
• 10% from Formal Education: This includes structured learning environments such as workshops, seminars, and courses that provide foundational knowledge and skills.

Why Use the 70/20/10 Framework?

Organizations and individuals use the 70/20/10 framework to enhance their learning strategies because it:

• Encourages Practical Learning: The model focuses on learning by doing, which is often more effective than theoretical study alone.
• Promotes Collaboration: By emphasizing social learning, it fosters a culture of collaboration and knowledge-sharing.
• Balances Learning Approaches: It ensures a comprehensive approach to development, combining real-world experiences with formal education.

How to Implement the 70/20/10 Rule in Organizations

To effectively implement the 70/20/10 rule, organizations can follow these steps:

1. Identify Learning Needs: Assess the skills and knowledge gaps within the organization.
2. Design Experiential Opportunities: Create projects and assignments that challenge employees and encourage hands-on learning.
3. Facilitate Social Learning: Establish mentorship programs and encourage peer-to-peer learning.
4. Provide Formal Training: Offer workshops and courses that align with organizational goals and employee needs.
5. Evaluate and Adjust: Continuously assess the effectiveness of the learning strategies and make necessary adjustments.

Benefits of the 70/20/10 Learning Model

The 70/20/10 learning model offers several benefits:

• Enhanced Skill Development: By focusing on practical experiences, employees develop skills that are directly applicable to their roles.
• Increased Engagement: Employees are more engaged when learning is relevant and directly tied to their job responsibilities.
• Improved Team Dynamics: Social learning fosters stronger relationships and teamwork within the organization.

Challenges in Applying the 70/20/10 Rule

While the 70/20/10 rule is beneficial, it can pose challenges:

• Measuring Impact: Quantifying the impact of experiential and social learning can be difficult.
• Balancing Components: Finding the right balance between the three components requires careful planning and flexibility.
• Resource Allocation: Implementing the model effectively may require significant time and resources.

Practical Example of the 70/20/10 Rule

Consider a marketing department implementing the 70/20/10 rule:

• 70% Experiential: Team members work on real marketing campaigns, analyze data, and adjust strategies based on results.
• 20% Social: Regular meetings and brainstorming sessions allow team members to share insights and receive feedback.
• 10% Formal: Employees attend industry conferences and online courses to learn about the latest marketing trends.

People Also Ask

What is the origin of the 70/20/10 model?

The 70/20/10 model originated from research conducted by Morgan McCall, Michael Lombardo, and Robert Eichinger at the Center for Creative Leadership in the 1980s. It was developed to improve leadership development by emphasizing experiential learning.

How does the 70/20/10 rule apply to personal development?

For personal development, the 70/20/10 rule can guide individuals to focus on learning through experiences, seek mentorship, and pursue formal education to enhance their skills and knowledge.

Can the 70/20/10 rule be adjusted for different industries?

Yes, the 70/20/10 rule is flexible and can be tailored to fit different industries and organizational needs. The key is to maintain a balance that aligns with the specific learning objectives and business goals.

Is the 70/20/10 model still relevant today?

The 70/20/10 model remains relevant as it addresses the diverse ways people learn and adapt to changing work environments. Its focus on experiential and social learning is particularly valuable in today’s fast-paced world.

How can technology support the 70/20/10 learning model?

Technology can enhance the 70/20/10 model by providing platforms for online learning, facilitating virtual mentorship, and enabling collaboration through digital tools.

Conclusion

The 70/20/10 rule is a powerful framework for learning and development, emphasizing the importance of experiential and social learning alongside formal education. By implementing this model, organizations can create dynamic and effective development programs that engage employees and foster continuous growth. Embracing this approach can lead to improved performance, stronger team dynamics, and a more skilled workforce.