The 70-20-10 Model For Corporate Learning And Development

What Is The 70-20-10 Model?

The 70-20-10 Model is a widely recognized framework used in learning & development. It is a strategic L&D formula created by three researchers; McCall, Lombardo, and Morrisson—in the 1980s. This research found that 70% of the learning came from on-the-job and hands-on learning experiences, while 20% from developmental relationships and interactive learning with coworkers, and 10% from formal and structured learning programs.

Since then, the 70-20-10 model for learning and development has become the primary L&D strategy for most organizations. It emphasizes the importance of combining practical experience, interpersonal interactions, and formal learning to facilitate effective learning and development among managers. 

This learning and development model has made things easier for organizations, enabling them to offer bite-sized lessons and gentle reminders to their employees wherever necessary. This “learning-in-the-flow” approach has helped employees pick up new skills, retain the gained knowledge, and stay productive.

Examples Of The 70-20-10 Model

The 70-20-10 model isn't just a set of numbers; it's a whole new way of thinking about work, how people perform, and how they learn these days. This model can benefit businesses by helping them move away from just offering classes to making learning a part of everyday work.

Here is a breakdown of the model for your better understanding:

70: Examples of learning through experience

• Decision making
• Problem-solving
• Critical thinking 
• Auditing and reviewing
• Invention and reflection 

20: Examples of learning through collaboration

• Coaching colleagues in the workplace
• Continuous collaboration and communication
• Sharing and receiving feedback
• Action learning
• Social learning
• After-action review

10: Examples of learning through formal training

• Course materials
• Training modules
• Workshops and conferences
• eLearning 
• Seminars

What Makes The 70-20-10 Model Effective In The Workplace?

The 70-20-10 learning model works well because it combines real-world experience, social interactions, and formal training to enhance learning outcomes.

Offers Blended Learning Approach

Imagine you're learning a new skill at work. Wouldn't it be cool to combine different ways of learning? 

The 70-20-10 model does exactly that! While the majority part of this learning model involves you going through the course modules, training materials, and short videos, 20% of it involves you chatting with your colleagues, getting their advice, feedback, and tips, while the rest 10% involves retaining the gained information through video modules, quizzes, or surveys.

Contextual Experience For Your Learners

In the 70-20-10 model, most learning happens on the job, giving employees a sense of independence. This hands-on experience helps them feel confident in their work, understand the impact of their decisions on the organization, and learn actively by participating rather than just observing.

Scalable Approach

Imagine you're a manager with a big team, and you need to get everyone up to speed on a new process. The 70-20-10 learning and development model can help your organization conduct corporate training without breaking the bank! Since most of the learning happens on the job, considering your employees use the new process themselves, this L&D model eliminates the need for expensive training in the workplace. 

Benefits Of The 70-20-10 Framework For Your Organization

The 70-20-10 learning framework offers a range of benefits for both employees and organizations. Here's a quick rundown for you:

1. Boosts engagement and knowledge retention

The 70-20-10 learning approach offers flexibility by prioritizing on-the-job learning and social interactions over formal training. This makes it easier for employees to improve their job skills and take charge of their own development. Learning and practicing keep your employees engaged and committed throughout their learning journey.

2. Fosters Talent Development

Encouraging informal learning within an organization is crucial for fostering talent development. When your employees engage in informal learning, such as through discussions with colleagues, seeking advice from mentors, or exploring new ideas on their own, it promotes collaboration and brings diverse perspectives to the forefront. 

This kind of environment cultivates a culture of sharing knowledge and experiences, which is beneficial for both individual growth and team productivity. It not only keeps them engaged but also results in higher job satisfaction and increased retention rate for the organization.

3. Promotes Practical Decision-Making

The 70-20-10 model focuses on practical learning rather than theory. For instance, compliance training emphasizes real-world applications to show employees how to handle (or avoid) compliance issues in their daily tasks. 

This approach often includes individual practice scenarios and interactive simulations, where learners can apply what they've learned in a safe environment. It's about learning by doing and preparing employees with hands-on skills they can immediately use on the job.

So how do you prepare your 70:20:10 framework plan?

Creating a 70-20-10 development plan involves structuring learning experiences to align with the principles of the model, which emphasizes on-the-job learning, social interactions, and formal training in a balanced way. Here's a step-by-step guide to creating such a plan:

Assess Learning Needs: 

Start by identifying the skills and knowledge employees need to develop. This could be through performance evaluations, feedback sessions, or skill gap analyses.

Design On-the-Job Learning Opportunities:

• Assign challenging projects or stretch assignments that allow employees to learn new skills while working.
• Encourage job rotations or job shadowing to expose employees to different roles and responsibilities.
• Provide opportunities for employees to lead initiatives or take on new responsibilities that align with their development goals.

Facilitate Social Learning:

• Encourage mentoring relationships where more experienced employees can coach and share knowledge with less experienced colleagues.
• Foster a culture of peer learning through collaborative projects, team-based problem-solving, or communities of practice.
• Use platforms for knowledge sharing, such as internal social networks, discussion forums, or lunch-and-learn sessions.

Incorporate Formal Training:

• Select training programs or courses that complement on-the-job learning and address specific skill gaps identified earlier.
• Offer workshops, seminars, or online courses that provide foundational knowledge or technical skills relevant to employees' roles.
• Provide certifications or professional development opportunities that support career advancement and organizational goals.

Integrate Learning Activities:

• Ensure that learning activities are integrated into employees' daily workflows and tasks, making it easier for them to apply new knowledge immediately.
• Use a variety of learning formats, such as e-learning modules, workshops, simulations, and job aids, to cater to different learning preferences and needs.
• Monitor progress and provide feedback to employees throughout their development journey to reinforce learning and address any challenges.

Measure and Evaluate Success:

• Define clear learning objectives and outcomes for each component of the development plan.
• Regularly assess employees' progress against these objectives through performance reviews, self-assessments, or feedback from mentors and supervisors.
• Adjust the development plan as needed based on feedback and evolving organizational needs to ensure continuous improvement.

Support Continuous Learning:

• Encourage employees to take ownership of their learning and development by providing resources and opportunities for self-directed learning.
• Promote a culture of continuous improvement where learning is seen as an ongoing process rather than a one-time event.
• Celebrate achievements and recognize employees who demonstrate growth and mastery of new skills.

By following these steps, organizations can create effective 70-20-10 development plans that not only enhance individual capabilities but also contribute to overall organizational success and agility in a rapidly changing environment. 

Learn In The Flow Of Work With Calibr.ai 

Calibr.ai empowers organizations to effectively implement the 70-20-10 development model by providing comprehensive tools and support systems that optimize on-the-job learning, social interactions, and formal training. With Calibr Craft, you can seamlessly incorporate text blocks, images, videos, and audio clips into your course content, gain access to 4M+ royalty-free images, and include interactive elements, and quiz questions to gamify the learning experience for your employees.

You can also access Calibr LXP to unlock full user management capabilities, foster a continuous learning environment, and keep track of the learner's progress using our corporate LMS tool. Schedule your demo to learn more about the tool now!

FAQs

1. What is the 70-20-10 model? 

The 70-20-10 Model is a learning and development framework where 70% of learning comes from on-the-job experiences, 20% from interactions with others, and 10% from formal training.

2. Why is the 70-20-10 model effective? 

It combines real-world experience, social learning, and structured training to enhance learning outcomes, aligning closely with how people naturally learn and develop skills.

3. How can organizations implement the 70-20-10 model? 

Organizations can implement the model by integrating on-the-job projects, fostering mentorship and collaboration, and providing relevant formal training programs aligned with employees' development goals.

4. What are the benefits of the 70-20-10 model for employees?

It promotes continuous learning, improves job skills through practical experience, and encourages collaboration and knowledge-sharing among colleagues.

5. How can Calibr.ai enhance learning under the 70-20-10 model?

Calibr.ai integrates practical exercises and offers social learning features and structured content that seamlessly aligns with the 70-20-10 learning and development model, fostering comprehensive skill development through interactive and engaging learning experiences.