The 70:20:10 Model - A different view of work, performance and learning (2024)

FAQs

The 70:20:10 Model - A different view of work, performance and learning? ›

In our view, the 70:20:10 model is a practical metaphor illustrating the fact that people learn anywhere, at any time, mostly from their work (70) and from others (20). Structured learning is still important, but it is not the only way, or even the main way in which people achieve high levels of performance.

In fact, it states that: 70% of learning happens through on-the-job experience. 20% of learning happens socially through colleagues and friends. And 10% of learning happens via formal training experiences.

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.

According to this school of thought, individuals acquire 70% of their knowledge through personal experience with challenging tasks, 20% through collaboration with colleagues, and 10% through formal education and reading.

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.

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

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.

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.

A 70 20 10 development plan prioritizes on-the-job learning as it accounts for 70% of learning and development. Then mentoring with colleagues and superiors, which accounts for 20%, and finally, formal learning making up the last 10%.

Findings Based on the literature and the experience of the teaching faculty, ten principles of effective teaching were recommended: 1) create an active learning environment, 2) focus attention, 3) connect knowledge, 4) help students organize their knowledge, 5) provide timely feedback, 6) demand quality, 7) balance ...

What are the advantages of 70:20:10 model? ›

A revamped 50:25:25 professional development model offers a flexible yet effective way to do so. By shifting some of the focus towards coaching and formal training sessions, companies can take advantage of the digital tools available to them while fulfilling employee desires for greater flexibility and inclusivity.

The researchers who made it clear that the ratio isn't fixed, and the numbers are rounded only to make it easy to remember. Plus, not all learning activities have to fit into one of the three categories, and it won't be as effective for all workers. More importantly, the 70-20-10 learning model isn't 'anti-training'.

In this article, the authors recommend a “70/20/10” learning model, in which only 10% of learning comes from formal instruction (education), 20% from social learning or mentorship (exposure), and 70% from hands-on, experiential practice with feedback (experience).

By emphasizing on-the-job experience and social learning, the 70-20-10 model can encourage employees to take ownership of their own learning and development. This can help build a culture of accountability, where employees are responsible for their own growth and development.

Pro: Empowers Employees

One of the top 70:20:10 model benefits is that it gives employees a sense of autonomy. The idea of learning by doing gives them agency in ways that regular training doesn't. Of course, this requires confidence on the corporate learners' part.

In this article, the authors recommend a “70/20/10” learning model, in which only 10% of learning comes from formal instruction (education), 20% from social learning or mentorship (exposure), and 70% from hands-on, experiential practice with feedback (experience).

70% of learning and development come from on-the-job training. 20% of learning and development come from networking opportunities. 10% of learning and development come from formal training.