What Is The 70 20 10 Rule In Learning And Development

Organizations increasingly understand the significance of learning and development, with 84% of corporate leaders acknowledging it as a crucial matter. This widespread recognition is evident in the unprecedented investment in training programs. Despite this, most CEOs and CHROs allocate that their leaders are not advancing skills rapidly enough. What’s lacking in today’s development strategies?

Traditionally, learning management systems focused on compliance. Although contemporary systems have evolved, they still fall short in fostering enduring behavioral change. This is where the 70:20:10 learning model comes into play, offering a promising solution.

What Is The 70 20 10 Rule?

So what is the 70 20 10 rule? The 70 20 10 training model is a learning and development framework that suggests an effective approach to professional growth and skill acquisition. According to this model:

• 70% of learning occurs through on-the-job experiences and practical application. This includes tackling real challenges, taking on new responsibilities, and learning by doing.

• 20% comes from interactions with others, such as feedback from peers and mentors, social learning, and collaboration.

• 10% is derived from formal education and training, such as courses, workshops, and structured learning programs.

This model emphasizes that while formal training is important, the majority of learning happens through direct experience and social interactions.

Why Use This L&D Model?

The 70-20-10 model is valued because it reflects how people naturally learn and grow. By incorporating this approach, organizations can create more effective and engaging learning experiences that align with real-world work environments. It encourages a more holistic development strategy by balancing formal education with experiential and social learning, which can lead to:

• Enhanced skill application and retention through hands-on experiences.

• Greater engagement and motivation from learning in the context of real challenges.

• Improved performance through continuous feedback and peer interactions.

Using this model can lead to more meaningful and practical development opportunities, ultimately driving better outcomes for both employees and organizations.

The 70-20-10 Breakdown

70% - On-the-Job Learning:

Focus on real-world tasks and challenges that provide practical experience. This includes working on projects, solving problems, and adapting to new roles or responsibilities.

20% - Social Learning:

Engage with others through feedback, coaching, and collaborative work. Learning from peers, mentors, and networking can provide valuable insights and reinforce skills.

10% - Formal Learning:

Participate in structured training programs such as workshops, seminars, and courses. This component provides foundational knowledge and theoretical understanding but should be complemented by practical and social learning for comprehensive development.

How to Implement this Rule in Your Organization

Implementing the 70 20 10 learning model involves creating a balanced learning strategy that incorporates on-the-job experiences, social learning, and formal education. Here’s how you can put it into practice:

1. Assess Learning Needs:

   Identify the skills and competencies that are crucial for your employees and the organization. Understand the current learning gaps and areas for improvement.

2. Encourage Experiential Learning:

   Design job roles and projects that offer real-world challenges and opportunities for employees to learn by doing. Encourage employees to take on new responsibilities, participate in cross-functional teams, and work on high-impact projects.

3. Foster Social Learning:

   Create a culture of collaboration and continuous feedback. Implement mentoring and coaching programs, promote knowledge sharing through team meetings and collaborative platforms, and encourage employees to seek feedback and learn from peers.

4. Provide Formal Training:

   Offer structured learning opportunities such as workshops, courses, and certifications that complement practical and social learning. Ensure these programs are aligned with the real-world skills needed for employees’ roles.

5. Monitor and Evaluate:

   Track the effectiveness of your learning initiatives by measuring progress and outcomes. Solicit feedback from employees about their learning experiences and make adjustments to improve the overall approach.

Integrating Technology to Optimize the 70:20:10 Development Plan

Technology can enhance the implementation of the 70 20 10 learning model examples by providing tools and platforms that support different aspects of the learning process:

1. Learning Management Systems (LMS)

   : Use LMS platforms to deliver and track formal training programs. An LMS can facilitate online courses, track progress, and provide resources for structured learning.

2. Collaboration Tools:

   Integrate tools like Slack, Microsoft Teams, or other collaboration platforms to support social learning. These tools enable employees to communicate, share knowledge, and collaborate on projects in real time.

3. E-Learning and Mobile Learning:

   Implement e-learning modules and mobile learning apps to provide flexible, on-the-go access to training materials. This allows employees to engage in formal learning at their convenience and complements on-the-job learning.

4. Performance Support Tools:

   Use performance support tools, such as knowledge bases or job aids, to assist employees with just-in-time learning and application of skills while on the job.

5. Analytics and Reporting:

   Leverage analytics tools to track learning outcomes, measure the effectiveness of different learning components, and gather insights for continuous improvement.

By integrating these technologies, organizations can create a more efficient and engaging learning environment that aligns with the 70-20-10 rule for leadership development, ultimately leading to improved employee development and organizational performance.

Sources of Leadership Learning

Leadership learning can come from various sources, each contributing to a comprehensive development strategy:

1. On-the-Job Experience:

   Leaders develop their skills through hands-on experience, handling real-life challenges, leading projects, and making decisions. This practical experience is crucial for honing leadership abilities.

2. Mentorship and Coaching:

   Interaction with mentors and coaches provides personalized guidance and feedback, helping leaders navigate their development journey and address specific areas of growth.

3. Peer Learning:

   Learning from colleagues and peers through collaboration, sharing best practices, and participating in team discussions offers valuable insights and different perspectives.

4. Formal Training:

   Structured programs, workshops, and seminars focused on leadership theories, strategies, and skills contribute to a leader’s knowledge base and theoretical understanding.

5. Self-Directed Learning:

   Leaders can also engage in self-directed learning through books, articles, online courses, and other resources that support their personal finance development.

Critiques of the 70:20:10 Model

While the 70-20-10 model is widely used, it has faced several critiques:

1. Oversimplification:

   Critics argue that the model oversimplifies the complexities of learning and development by categorizing it into rigid percentages. Real-world learning often involves overlapping and fluid components.

2. Lack of Empirical Evidence:

   Some contend that there is limited empirical research directly validating the 70 20 10 professional development. The model is based more on anecdotal evidence and observations rather than robust scientific studies.

3. Implementation Challenges:

   Applying the model effectively can be challenging, particularly in creating opportunities for on-the-job learning and ensuring that social learning is integrated into the organizational culture.

4. Neglect of Individual Differences:

   The model may not account for individual differences in learning preferences and needs, potentially leading to a one-size-fits-all approach that may not be effective for everyone.

Research on 70-20-10

Research on the 70-20-10 model suggests that while the framework provides a useful guideline for balancing different learning components, its effectiveness can vary. Key findings include:

• Practical Learning:

  Studies support the idea that a significant portion of learning occurs through practical experience and real-world application. This aligns with the 70% component of the model.

• Social Learning Impact:

  Research highlights the importance of social learning and feedback from peers and mentors in reinforcing skills and knowledge.

• Formal Training Value:

  Evidence indicates that formal training, while less dominant, remains a critical component for providing foundational knowledge and skills.

How Relevant Is This L&D Model in Today's Workplace?

The 70 20 10 model remains relevant in today's workplace by offering a balanced approach to learning and development. It emphasizes the importance of experiential and social learning, which aligns with modern work environments that value hands-on experience and collaborative problem-solving. However, its implementation should be flexible, considering the evolving nature of work and individual learning preferences. Adapting the model to integrate new technologies and personalized learning approaches can enhance its relevance and effectiveness.

Case Studies & Examples

1. IBM:

   IBM uses a combination of on-the-job learning, formal training, and mentoring to develop its leaders. The company integrates experiential learning through challenging projects, leverages social learning via internal collaboration platforms, and provides formal training through its leadership development programs.

2. Google:

   Google applies the 70 20 10 principle by emphasizing project-based learning (70%), peer feedback and collaboration (20%), and structured training programs (10%). The company encourages employees to take on innovative projects and participate in cross-functional teams while offering formal courses and workshops.

3. General Electric (GE):

   GE’s leadership development programs reflect the development 70 20 10 model by focusing on real-world problem-solving (70%), coaching and mentoring (20%), and formal training programs (10%). GE’s approach includes rotating employees through various roles and responsibilities to gain diverse experiences and skills.

These case studies demonstrate how organizations effectively implement the 70 20 10 development plan, balancing different learning sources to develop well-rounded leaders and enhance overall performance.