The 70:20:10 model is a framework for learning and development that describes how individuals typically acquire knowledge and skills. It suggests that 70% of learning comes from on-the-job experiences, 20% from interactions with others, such as coaching and mentoring, and 10% from formal educational experiences like training courses and workshops.
Why is the 70:20:10 model relevant to L&D?
The 70:20:10 model is particularly relevant to learning and development professionals because it highlights the importance of informal learning and social interactions in the workplace. By recognising that the majority of learning occurs outside traditional classroom settings, L&D professionals can design more effective training programmes that incorporate real-world experiences and peer learning. This approach helps enhance employee engagement, improve retention rates, and foster a learning culture within organisations.
Examples of the 70:20:10 model in learning & development
Many organisations have successfully implemented the 70:20:10 model to enhance their learning strategies:
- Healthcare sector: A hospital introduced a programme where new nurses spend 70% of their training in clinical settings, 20% in mentorship programmes with experienced nurses, and 10% in formal classroom training.
- Technology company: Engineers are encouraged to learn by tackling real-world problems (70%), collaborating and discussing with peers (20%), and attending technical workshops and courses (10%).
- Retail industry: Sales associates participate in job shadowing and practical sales exercises (70%), receive feedback and guidance from more seasoned colleagues (20%), and attend formal sales training sessions (10%).
Best practices for the 70:20:10 model
To effectively incorporate the 70:20:10 model into an L&D strategy, consider the following best practices:
- Integrate learning into daily tasks: Encourage employees to learn through real experiences by assigning challenging projects.
- Facilitate peer learning: Create opportunities for employees to learn from each other through mentoring, coaching, and collaborative work.
- Support formal education: Offer targeted training programmes that align with organisational goals and fill identified skill gaps.
- Measure and evaluate: Continuously assess the effectiveness of the 70:20:10 approach using feedback and performance metrics to make improvements.
- Leverage technology: Use digital platforms and tools to facilitate informal and social learning, such as forums, e-learning modules, and virtual coaching.
Benefits of the 70:20:10 model
The primary benefits of the 70:20:10 model include promoting a learning culture, enhancing skills acquisition, improving employee engagement, and increasing the effectiveness of training programmes. By focusing on experience-based learning, organisations can develop more adaptable and skilled workforces.
Common challenges for the 70:20:10 model
- Resistance to change: Employees may be accustomed to traditional learning methods and resistant to informal approaches.
- Measuring impact: Quantifying the effectiveness of experiential and social learning can be difficult.
- Resource allocation: Balancing resources between on-the-job learning, social learning, and formal training can be challenging.
- Leadership buy-in: Gaining support from management to implement and sustain the model may require strategic alignment.
What does the 70:20:10 model mean for frontline teams?
For organisations with substantial frontline workforces, the 70:20:10 model is particularly advantageous. Frontline employees, such as retail assistants or hospitality staff, often learn best through direct customer interactions and hands-on tasks (the 70%). Peer learning is also critical, as less experienced staff can benefit from the insights and guidance of seasoned colleagues (the 20%). Formal training sessions (the 10%) can be used to address specific skills or compliance requirements that are essential for safe and effective operations.
How does the 70:20:10 model support learning needs?
The 70:20:10 model supports learning needs by providing a holistic framework that caters to various types of learning styles and needs. By incorporating experiential, social, and formal learning, the model ensures that employees have multiple avenues to develop their skills and knowledge. This comprehensive approach helps identify and address skill gaps, promoting continuous professional development and adaptation to new challenges.
70:20:10 model FAQs
How can organisations measure the impact of the 70:20:10 model?
Organisations can use a combination of qualitative and quantitative methods to measure the impact of the 70:20:10 model. Feedback surveys, performance metrics, and observational assessments can provide insights into employee development and the effectiveness of learning initiatives.
Is the 70:20:10 model applicable to all industries?
While the 70:20:10 model can be adapted to various industries, its applicability depends on the nature of the work and the organisational culture. Industries that emphasize practical, on-the-job learning and value peer interactions are likely to benefit most from this model.
What role do managers play in the 70:20:10 model?
Managers play a crucial role in the 70:20:10 model by facilitating on-the-job learning, supporting peer interactions, and ensuring access to formal training. They must also provide feedback, monitor progress, and create a supportive environment for continuous learning.
How Ocasta can help with the 70:20:10 model
Ocasta’s learning management platform supports the 70:20:10 model by providing frontline teams with immediate access to learning resources and real-time guidance. The platform facilitates both experiential learning through on-the-job access to information and social learning by connecting staff for peer coaching and feedback. Formal learning needs are met through easily accessible training modules and knowledge bases that are always up-to-date. This integrated approach helps organisations implement the 70:20:10 model effectively across various industries, including retail, hospitality, and contact centres.
Key takeaways
- The 70:20:10 model emphasises experiential (70%), social (20%), and formal (10%) learning.
- It highlights the importance of informal learning and peer interactions in skill development.
- Best practices include integrating learning into daily tasks and leveraging technology.
- Challenges include measuring impact and gaining leadership support.
- The model is particularly beneficial for frontline teams who learn best through real-world experiences.
- Ocasta’s platform facilitates the implementation of the 70:20:10 model by supporting all three learning components.
What are other names for the 70:20:10 model?
While the 70:20:10 model is a widely recognised term, it is sometimes referred to as the 70:20:10 learning framework or the 70:20:10 development model.
More info about the 70:20:10 model
For further information on the 70:20:10 model, consider exploring resources such as the 70:20:10 Institute, industry-specific case studies, and L&D conferences that often feature discussions and workshops on this framework.