50 Activities To Use With The 70-20-10 Model (2024)

FAQs

How to implement 70 20 10 learning model? ›

The 70 20 10 model states that people obtain: 70% of their knowledge from job-related experiences, 20% from interactions with others, like coworkers and managers, 10% from formal learning events.

To sum up: it's still a valid guideline, with the right tools.

As most HR professionals know, the 70-20-10 learning and development (L&D) model states that individuals gain most of their knowledge from on-the-job training, some from networking and professional relationships, and the rest from formal training courses and resources.

Extending Learning into the Workflow

'70' activities are centred on experiential learning and learning through support in the workplace; '20' solutions are centred on social learning and learning through others; and '10' solutions are centred on structured or formal learning.

Learn for 50% of the time and explain what you learn for 50% of the time. Example, instead of completing a book, aim to read 50 percent and try recalling, sharing, or writing down the key ideas you have learned before proceeding. You could even apply it to the chapters instead of the whole book.

There are 4 predominant learning styles: Visual, Auditory, Read/Write, and Kinaesthetic. While most of us may have some general idea about how we learn best, often it comes as a surprise when we discover what our predominant learning style is.

It holds that individuals obtain 70% of their knowledge from job-related experiences, 20% from interactions with others, and 10% from formal educational events.

Why is the 70/20/10 model effective? ›

The 70-20-10 rule reveals that individuals tend to learn 70% of their knowledge from challenging experiences and assignments, 20% from developmental relationships, and 10% from coursework and training.

A Better Model for Learning: 3-to-1

My humble suggestion is that we replace the 70-20-10 model with something I call the 3-to-1 learning model. It's a simple, actionable model: for every one formal learning event, you should design and facilitate three on-the-job application exercises.

The 70/20/10 Budget

This budget follows the same style as the 50/30/20, but the percentages are adjusted to better fit the average American's financial situation. “70/20/10 suggests a framework of 70% of your income on essentials and discretionary spending, 20% on savings and 10% on paying off your debt.

With the 70:20:10 model you learn 70% from on the job experience and from doing. You learn 20% from others in the way of observing, coaching and mentoring. 10% is down to formal training like courses, reading and online learning.

A 70/20/10 Budget Example

This is how you would allocate your money if you used the 70/20/10 budget: Designate $2,100 for monthly bills and spending. Deposit $600 into a savings or investment account. Earmark $300 for debt payoff or donations.

Based on the principle that:

70 percent of learning comes from experience, experiment and reflection. 20 percent derives from working with others. 10 percent comes from formal interventions and planned learning solutions.

The 70-20-10 rule reveals that individuals tend to learn 70% of their knowledge from challenging experiences and assignments, 20% from developmental relationships, and 10% from coursework and training.

70% of content should be proven content that supports building your brand or attracting visitors to your site. 20% of content should be premier content which may be more costly or risky but has a bigger potential new audience, for example 'viral videos' or infographics. 10% of content should be more experimental.

The 70% part because you offer resources performance support; the 20% part because employees share knowledge; and the 10% part because employees have access to formal training. We call this way of working Employee-generated Learning, and it is our home-grown L&D method.