The 70:20:10 Model in Learning and Development is a widely referenced framework that suggests an optimal blend of different types of learning to maximize effectiveness.
According to this model, 70% of learning and development should come from on-the-job experiences, tasks, and problem-solving; this is the most impactful means of gaining new skills because it is real and applied learning. It asserts that people learn best by doing and being involved in work-related tasks that improve job performance.
Next, the model stipulates that 20% should come from social learning, which means learning from others through methods such as coaching, mentoring, collaborative learning, and other forms of interaction with peers and experienced colleagues. This part recognizes the value of social interaction and learning through others’ experiences as a powerful way to cement knowledge and adapt it to one’s personal context.
Finally, the remaining 10% of learning and development should consist of formal education such as training courses, seminars, workshops, webinars, or e-learning. These structured learning experiences are designed to provide foundational knowledge and theory that can then be applied on the job.
The origin of the 70:20:10 Model is often attributed to researchers Morgan McCall, Robert Eichinger, and Michael Lombardo at the Center for Creative Leadership during the 1980s. Their work suggested that lessons learned by successful and effective managers were roughly in the ratio of 70:20:10 when it comes to three types of learning: challenging assignments (70%), developmental relationships (20%), and coursework and training (10%).
This model has been widely adopted by organizations around the world as a guideline for resource investment in employee development. It serves as a very useful framework for companies aiming to create a culture of continuous improvement and adaptability among their workforce.
While effective in many settings, this model isn’t without its critics. Some argue that the ratio may vary depending on job role, industry sector or individual learning preferences. Others point out that it might oversimplify complex aspects of learning processes or overlook the importance of intentional reflection and practice in professional growth. Regardless of these criticisms, however, the 70:20:10 Model remains a key concept in discussions about workplace learning strategies.