70/20/10 – A Model For Learning And Development
Summary
The 70/20/10 model is a widely recognized framework for professional development and learning. It suggests that individuals need three types of experiences to obtain knowledge, and skills through a combination of learning from experience (70%), learning from others (20%), and learning from instruction (10%).
Usage
The 70/20/10 model can be used as a guideline for designing effective learning experiences and development plans. It emphasizes the importance of on-the-job experiences, peer-to-peer interactions, and formal training in creating a well-rounded learning experience.
Description
The 70/20/10 model breaks down the sources of learning as follows:
- 70% Learning from Experience: This component refers to learning through hands-on experiences, challenging assignments, and real-world problem-solving. It includes on-the-job training, job rotations, stretch assignments, and other opportunities for practical application of knowledge and skills.
- 20% Learning from Others: This component involves social learning/learning from others, such as peers, mentors, coaches, and subject matter experts. It encompasses activities like mentoring, coaching, feedback sessions, communities of practice, and knowledge-sharing platforms.
- 10% Learning from Instruction: This component represents structured learning through courses, workshops, seminars, e-learning modules, and other formal training programs. It includes classroom-based training, online courses, and self-study materials.
Sample Activity
To facilitate the application of the 70/20/10 model, organizations can:
- Learning from Experience: Assign challenging projects, job rotations, or stretch assignments that allow employees to apply their knowledge and skills in real-world situations. Encourage employees to reflect on their experiences and share lessons learned.
- Learning from Others: Implement mentoring programs, create communities of practice, and encourage knowledge-sharing sessions where employees can learn from each other's experiences and expertise. Provide opportunities for feedback and coaching.
- Learning from Instruction: Offer a blend of classroom-based training, online courses, and self-study materials to supplement experiential and social learning. Ensure that formal learning is relevant, practical, and aligned with organizational goals.