The 70:20:10 Learning Model in Practice

Workplace learning has changed a lot. The 70:20:10 Learning Model shows how we really learn. It says most of our learning happens outside of classrooms.

Experiential learning is key in this model. It says 70% of our knowledge comes from doing things on the job. This way of learning is more effective than just listening to lectures.

Informal learning is also important. The model says 20% of our learning comes from talking with colleagues and peers. These everyday conversations often give us valuable insights.

Formal education still has a role, making up 10% of our learning. This includes structured courses and training programs. Even though it’s a smaller part, it lays a strong foundation for growth.

Key Takeaways

70% of learning happens through on-the-job experiences
Social interactions contribute 20% to learning
Formal education accounts for 10% of knowledge gain
US companies invested $101.8 billion in training in 2023
Informal learning makes up 90% of knowledge acquisition
Social learning can boost productivity by up to 35%
Hands-on practices lead to about 90% knowledge retention

Understanding the 70:20:10 Learning Model

The 70:20:10 Learning Model gives a new view on how to grow employees and manage talent. It shows that learning comes from many places, not just classroom training.

Overview of the Learning Model

The model breaks down learning into three parts:

70% through on-the-job experiences
20% via social interactions
10% from formal education

This shows that most learning comes from real work. It’s about solving actual problems on the job.

Historical Context and Development

The 70:20:10 model was created in the 1980s by the Center for Creative Leadership. It came from a study of top managers and their learning paths.

Learning Type	Percentage	Examples
Experiential	70%	Job assignments, problem-solving
Social	20%	Mentoring, peer feedback
Formal	10%	Courses, workshops

This model isn’t a hard rule but a guide. It helps companies balance their talent management. It pushes for a mix of learning methods, not just classroom training.

The Three Components Explained

The 70:20:10 learning model shows how we learn at work. Let’s look at each part to see how they help us learn well.

70%: Experiential Learning

Most learning, 70%, comes from doing the job. It’s about facing daily challenges, making choices, and getting feedback right away. This is where skills really grow as we apply what we’ve learned.

20%: Social Learning

Learning from others, 20%, is also key. It’s about picking up tips from coworkers, mentors, and friends. This can be through coaching, team work, or just talking around the office. It gives us new views and ideas.

10%: Formal Education

Formal training, 10%, is the smallest part. It includes classes, workshops, and training events. Even though it’s small, it lays the groundwork for the other two. It teaches us the basics and best practices.

Knowing these parts helps companies create better learning spaces. By using all three, businesses can keep growing and their workers can stay sharp and happy.

Benefits of the 70:20:10 Learning Model

The 70:20:10 learning model brings big benefits to workplace learning. It mixes on-the-job training, learning from peers, and formal classes. This mix creates a rich learning experience.

Improved Retention Rates

This model focuses on learning by doing. It helps employees keep and use what they learn in real life. They learn from mistakes in a safe space, growing their skills and confidence.

“The 70:20:10 model emphasizes practical learning that focuses on skill application, empowering employees through increased learning autonomy.”

Enhanced Skill Development

The model helps skills grow in many ways. The 70% on-the-job part gives relevant experience. The 20% from peers shares knowledge and builds teamwork. This mix meets each person’s needs and the company’s goals.

Component	Percentage	Benefits
On-the-job experiences	70%	Practical application, immediate feedback
Peer learning	20%	Knowledge sharing, collaboration
Formal instruction	10%	Structured learning, foundational knowledge

Using the 70:20:10 model makes learning better for everyone. It keeps employees engaged and helps the company grow. This method boosts learning and skill-building, making it key for today’s workplaces.

Implementing the Model in the Workplace

To use the 70:20:10 learning model, you need a solid plan for employee growth. Companies should make a detailed learning and development plan. This plan should match their talent management goals.

Assessing Learning Needs

The first thing to do is figure out what your team needs to learn. Look for skills they lack and areas where they can get better. A study showed that over half of workers feel they don’t have the skills needed for the future.

Designing Effective Programs

After knowing what your team needs, create programs that mix different types of learning. Make sure 70% of learning comes from real-world experiences. Add social learning through mentoring and team work. Finally, include formal training to round out the learning.

Measuring Outcomes

It’s important to check how well your 70:20:10 plan is working. Look at how well your team is doing, if they’re learning new skills, and if they remember what they learned. This information helps you improve your learning strategy over time.

Learning Component	Percentage	Examples
Experiential Learning	70%	Daily tasks, problem-solving, practice
Social Learning	20%	Mentoring, coaching, peer interactions
Formal Learning	10%	Training sessions, online courses, seminars

Keep in mind, the exact numbers might change based on your field and company. The main goal is to have a mix of learning that keeps your team growing and supports your talent goals.

Challenges to Consider

Using the 70:20:10 learning model in the workplace can really help with ongoing learning. But, companies often face obstacles when they try to use it.

Resistance to Change

Switching from old training methods to new ones can be hard. Employees and managers might not want to change. They might prefer the old classroom style over new, hands-on learning.

Resource Allocation

It’s hard to figure out how to spend money on the 70:20:10 model. Formal training (10%) is easy to budget for. But, spending on real-world experiences (70%) and learning from others (20%) is harder. Companies need to find new ways to use their resources for learning.

“The shift to a 3-to-1 learning model emphasizes behavior change over knowledge transfer, focusing on application rather than just learning.”

To beat these challenges, companies should:

Make sure everyone knows why the 70:20:10 model is good
Help managers learn how to guide on-the-job learning
Use technology to help with learning from others and real-world experiences
Show how this approach helps with ongoing learning

By tackling these issues, companies can make the 70:20:10 model work. This will improve their learning programs in the workplace.

Case Studies of Successful Implementation

The 70:20:10 learning model has shown great results in many fields. Let’s look at how companies have used it to improve their training.

Corporate Training Initiatives

A big dairy company with €12 billion in sales and 20,000 workers in 32 countries changed its learning ways. Before 2015, each place did its own training. Then, they made one learning plan for everyone, focusing on learning by doing and on-the-job training.

A pharmaceutical company in dermatology and critical care also changed in 2015. They used the 70:20:10 model to get better. This helped 2,880 care professionals learn by doing.

Education Sector Innovations

Schools and universities have also started using the 70:20:10 model. They added more hands-on learning to their classes. For example, computer science students learn by working together, getting real-world experience.

Learning Type	Percentage	Examples
Experiential Learning	70%	On-the-job training, practical experiences
Social Learning	20%	Peer interactions, mentoring
Formal Education	10%	Classroom training, webinars

These examples show how the 70:20:10 model works well in different places. By focusing on learning by doing and from others, companies and schools have seen better results. This includes more engaged workers, better skills, and higher productivity.

Best Practices for Trainers

Trainers are key in using the 70:20:10 learning model. This method focuses on hands-on learning, learning from others, and formal classes. Here are some top tips for trainers to boost learning at work.

Facilitating Peer Learning

Trainers should help create chances for learning from others. This can be done by starting discussion groups, mentoring, and team projects. These activities let workers learn from each other’s experiences and ideas.

Getting employees to create content is a smart move. For example, videos where workers show off their problem-solving skills are great. This way, 20% of learning comes from watching and talking with others.

Encouraging Real-World Application

To make the most of hands-on learning, trainers should design tasks that apply skills in real life. This might include:

Taking on new projects
Speaking at events
Leading team meetings
Training others
Networking with senior leadership

Technologies like Virtual Reality (VR) and Augmented Reality (AR) can make learning more real. They’re great for fields like defense, manufacturing, and medical education. Interactive videos also offer practical training experiences.

Learning Type	Percentage	Examples
Experiential Learning	70%	On-the-job tasks, new projects, leading meetings
Social Learning	20%	Mentoring, peer feedback, knowledge sharing
Formal Education	10%	Workshops, webinars, eLearning courses

By following these tips, trainers can make a learning space that encourages trying new things and thinking deeply. This makes workplace learning programs more effective.

Engaging Employees in Their Learning Journey

Employee development is key to any company’s success. The 70:20:10 learning model helps employees grow through experience, social learning, and formal training. It makes learning a fun and complete experience.

Motivational Strategies

To get employees excited about learning, companies can try different things:

Gamification elements like badges and leaderboards
Recognition programs for learning achievements
Clear career paths that show how skills lead to advancement
Chances to use new skills in real work

Feedback Mechanisms

Good feedback is vital for ongoing learning. Companies can use several ways to give feedback:

Mechanism	Description	Frequency
Regular Check-ins	Brief meetings to discuss progress and challenges	Weekly or Bi-weekly
Performance Reviews	Comprehensive evaluations of employee growth	Quarterly or Annually
Peer Feedback	Insights from colleagues on collaborative work	Ongoing
Self-assessments	Employee reflections on their own progress	Monthly

By mixing motivational strategies and feedback, companies can make a lively learning space. This supports employee growth and fits the 70:20:10 model. It keeps employees interested in learning, boosting their skills and performance.

Leveraging Technology for 70:20:10

Technology is key in using the 70:20:10 learning and development strategy. E-learning platforms and social learning tools are changing how we learn at work. They make learning easier and more effective.

E-Learning Platforms

E-learning platforms help with formal training (10%) and social learning (20%). They have discussion forums and tools for working together. This boosts learning by making it more real.

Social Learning Tools

Enterprise social networks and knowledge-sharing platforms are great for learning together. They help employees share and work together, supporting the 20% social learning part. These tools can also make work more productive by up to 35%.

Learning Management Systems (LMS) bring all these together. They help track progress and manage learning resources. This makes learning smooth across all types of learning.

“Technology is not just a tool. It can give learners a voice that they may not have had before.” – George Couros

Using these tech advancements, companies can build a strong learning environment. This environment follows the 70:20:10 model. It helps improve employee skills and grows the organization.

Future Trends in Learning Models

The world of continuous professional development is changing fast. The 70:20:10 learning model is getting a makeover. It will use new technologies and focus on each person’s needs. This change will impact how we learn and grow in many fields.

The Role of Artificial Intelligence

AI is set to change the 70:20:10 model a lot. It will make learning by doing better with real-life simulations and quick feedback. For learning from others, AI chatbots and virtual mentors will be always ready to help. And in formal classes, AI will make courses fit each person’s learning style, making learning even more effective.

Personalized Learning Experiences

Learning is becoming more personal. Advanced tools will watch how each person learns and adjust what they see and do. This will make learning more fun and keep people interested. Companies using these methods might see better skills and fewer people leaving their jobs.

The 70:20:10 model might change its numbers in the future. Some think it could be 55:25:20 or 50:26:24. But the main idea stays the same: mix hands-on experience, learning from others, and formal classes. This flexible way will help both individuals and companies succeed in today’s digital world.

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The Growth Catalysts Team

Equipped with decades of collective expertise in soft skills, personal and professional development, leadership, management, psychology, organizational behavior, and business, the Growth Catalysts Team at ESOFT Lifelong Learning stands at the forefront of your self-improvement journey. Our members, enriched by diverse 3rd level education backgrounds including psychology, organizational behavior, management consulting, and business, have refined their craft within major media houses, and as trainers, coaches, and consultants. Driven by a shared zeal for empowerment and transformative growth, we dedicate ourselves to delivering actionable insights that pave your way to success.
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