The 70-20-10 learning model is a popular framework for professional development and organizational learning. It emphasizes that learning occurs in three distinct ways: through on-the-job experiences, interactions with others, and formal education. The model provides a guideline for structuring development efforts, suggesting that:
This approach reflects the belief that most meaningful learning happens in real-life, work-based contexts, supplemented by feedback and structured knowledge acquisition.
On-the-job experiences form the largest portion of the learning process. This involves solving problems, taking on new responsibilities, and learning from successes and mistakes. Examples include:
By directly engaging in tasks, individuals develop critical skills and gain practical knowledge that is immediately applicable to their work.
Social learning emphasizes the role of relationships, mentoring, and collaboration in skill development. Learning from others can occur through:
These interactions provide insights, guidance, and different perspectives that help individuals refine their abilities and approaches.
Formal education includes structured learning programs designed to provide foundational knowledge. Examples include:
While this component accounts for a smaller percentage of the model, it ensures individuals acquire theoretical frameworks and technical expertise to complement their experiential and social learning.
The model prioritizes hands-on experiences, ensuring that learning is immediately relevant and applicable to real-world scenarios.
By integrating social and experiential learning into daily work, the model promotes a culture of ongoing development and adaptability.
Combining on-the-job learning, social interactions, and formal training creates a holistic development approach, catering to diverse learning preferences and needs.
Focusing on experiential and social learning reduces reliance on costly formal training programs while still delivering impactful results.
The 70-20-10 model is a guideline, not a rigid rule. The exact balance may vary depending on individual roles, industries, and organizational needs.
Experiential and social learning can be difficult to measure. Organizations should develop methods to capture and evaluate these outcomes effectively.
For the model to work, experiential, social, and formal learning must be aligned and mutually reinforcing. This requires intentional planning and execution.
The 70-20-10 model offers a flexible and practical framework for developing skills and fostering growth. By emphasizing experiential and social learning while supplementing with formal education, it reflects the dynamic nature of modern work environments. Organizations and individuals alike can benefit from adopting this model to create meaningful, impactful learning experiences.