70:20:10 Model of Learning and Development

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70 -Learning by Working Problem Solving. Challenging Tasks. Other Roles and Responsibilities. Innovation. Reflection. On the Job Training. EXPERIENTIAL LEARNING (Johnson et al., 2018)

20- Learning by Working together Coaching/Mentoring. Collaboration & Continuous Improvement. Learning in Networks. Action Learning.    SOCIAL LEARNING (Johnson et al., 2018)

 

10- Learning by formal intervention    Courses. Workshops. Seminars. E-Learning. Modules.                      FORMAL LEARNING (Johnson et al., 2018)

 

Within the training industry, the 70-20-10 Model for Learning and Development is a formula frequently used to describe the ideal learning sources employed by successful managers. It holds that individuals receive 70% of their knowledge from job-related experiences, 20% from interactions with others, and 10% from formal learning programs (Joshi, 2018).

Three academics and authors with the Greensboro, North Carolina-based nonprofit Center for Creative Leadership developed the approach in the 1980s. The three researchers—Morgan McCall, Michael M. Lombardo, and Robert A. Eichinger—were examining the crucial learning experiences of effective managers (Joshi, 2018).

For organizations looking to maximize the success of their learning and development programs through additional activities and inputs, the 70-20-10 approach is seen as being of the most general usefulness (Johnson et al., 2018). The approach is still used extensively by organizations all around the world.

According to the model's developers, practical experience (the 70%) is best for workers since it allows them to develop job-related abilities, make decisions, deal with problems, and engage with mentors and superiors in professional settings. Additionally, they receive rapid feedback on their performance and learn from their errors. Through a range of activities like social learning, coaching, mentoring, collaborative learning, and other forms of peer contact, employees (the 20%) pick up knowledge from others. The main advantages of this effective learning strategy are encouragement and feedback. A notion that frequently surprises practitioners with academic backgrounds is the formula's claim that just 10% of professional growth should come from formal traditional teaching materials training and other educational events (Johnson et al., 2018). An organization can develop a shared knowledge base and organize its members around a similar leadership vision and the 70-20-10 rule with the aid of skilled training professionals (Harding, 2021).

Well-designed coursework and leadership training programs have an amplifier effect, clarifying, supporting, and enhancing the other 90% of your learning, even if they are thought to contribute only 10% to a leader's development (Scott & Ferguson, 2016). Managers can learn and lead more effectively by including tools and practical practice sessions into a program module.

While there are benefits of this model such as employee engagement & experience, talent development, talent retention, employee productivity & performance, practicality and return on training investment, the training industry's perceptions of the 70-20-10 model have changed as a result of the development of the internet and the present abundance of online and mobile learning technologies (Harding, 2021). At the very least, a rising number of training experts argue that the outdated paradigm does not accurately capture the market's rapidly expanding emphasis on informal learning. In fact, new terminology for discussing learning sources has emerged, called the OSF (on-the-job, social, formal) ratio (Scott & Ferguson, 2016). The OSF ratio might change based on the business, organization, and students.


List of References

Harding, R. (2021) “Debate: The 70:20:10 ‘rule’ in learning and development—the mistake of listening to sirens and how to safely navigate around them,” Public Money & Management, 42(1), pp. 6–7. Available at: https://doi.org/10.1080/09540962.2021.1951517.

Johnson, S.J., Blackman, D.A. and Buick, F. (2018) “The 70:20:10 framework and the transfer of learning,” Human Resource Development Quarterly, 29(4), pp. 383–402. Available at: https://doi.org/10.1002/hrdq.21330.

Joshi, M. (2018) Learning 70-20-10. 1st edn. Bookboon.

Scott, S, O Ferguson., 2016. “New Perspective on 70:20:10” A Good Practice Research Paper

Comments

  1. Manodya PereraDecember 10, 2022 at 1:59 AM

    Really interesting facts that you have stated in a statistical way Dehara. This 70:20:10 model is a pretty good model of learning and development. Furthermore, The numbers suggest the relative amount of time to be spent on each development activity and, whilst there is some variation (Kajewski & Madsen 2013). 70:20:10 model is advocated as supporting the development of a continuous learning culture and an acceptance that,for many jobs and roles, work and learning need to be tightly coupled. The model incorporates three distinct types of learning: experiential, social and formal. Based on research supporting the importance of workplace learning (Smith & Lyles 2011).

    ReplyDelete
    Replies
    1. Dehara de ZoysaDecember 10, 2022 at 10:57 AM

      Thank you Manodya for your comment. While 70-20-10 model of learning is important for successful learning, the 4 C's (Critical thinking, Collaboration, Communication, and Creativity) have been identified as the most important skills required to work in the fast pace world today(Lim and Rubasundram, 2018).

      Delete
  2. Wasana PereraDecember 14, 2022 at 8:20 PM

    Great article Dehara, It has been suggested for the organizations to make plan for future and provide training and development to their fresh employees for the high-ranking positions in future (Moses 1999). However, the career path model develops very well through the conservative commitment which employees would offer to their organization. This commitment can be described as emotional agreement by which employers are commonly guaranteed the loyalty for long term commitment with organization in result of providing employees work safety, chances for advancement in career, and training opportunities (Feldman 2000).

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