The 70-20-10 Model for Learning and Development (2024)
The 70-20-10 Model for Learning and Development is a commonly used formula within the training profession to describe the optimal sources of learning by successful managers. It holds that individuals obtain 70% of their knowledge from job-related experiences, 20% from interactions with others, and 10% from formal educational events.
The model was created in the 1980s by three researchers and authors working with the Center for Creative Leadership, a nonprofit educational institution in Greensboro, North Carolina. The three, Morgan McCall, Michael M. Lombardo and Robert A. Eichinger, were researching the key developmental experiences of successful managers.
The 70-20-10 learning model is considered to be of greatest value as a general guideline for organizations seeking to maximize the effectiveness of their learning, and development programs through other activities and inputs. The model continues to be widely employed by organizations throughout the world.
The model’s creators hold that hands-on experience (the 70%) is the most beneficial for employees because it enables them to discover and refine their job-related skills, make decisions, address challenges and interact with influential people such as bosses and mentors within work settings. They also learn from their mistakes and receive immediate feedback on their performance.
Employees learn from others (the 20%) through a variety of activities that include social learning, coaching, mentoring, collaborative learning and other methods of interaction with peers. Encouragement and feedback are prime benefits of this valuable learning approach.
The formula holds that only 10% of professional development optimally comes from formal traditional courseware instruction and other educational events, a position that typically surprises practitioners from academic backgrounds.
The numbers are essentially a reminder that people learn most from working and interacting with others in the workplace (70+20). The specific ratio (70:20:10), in any given situation, will vary, depending on the work environment and the organisational results required.
🌟 Have you heard of the 70:20:10 rule in workplace learning and development? It's a model that suggests 70% of learning happens through on-the-job learning, 20% through social learning, and the remaining 10% through formal education.
In fact, it states that: 70% of learning happens through on-the-job experience.20% of learning happens socially through colleagues and friends.And 10% of learning happens via formal training experiences.
CCL then published the ratio they believe to be the most effective model for learning: 70% for job-related experiences. 20% for developmental relationships. 10% for formal coursework and training.
The 70-20-10 rule reveals that individuals tend to learn 70% of their knowledge from challenging experiences and assignments, 20% from developmental relationships, and 10% from coursework and training.
The 70–20–10 rule is a strategic framework that outlines how to allocate resources within your digital marketing and content strategy. It suggests that your efforts should be divided into three distinct categories: 70% for Core Strategies: The largest share of your resources — 70% — is earmarked for core strategies.
The 70 20 10 model states that people obtain: 70% of their knowledge from job-related experiences,20% from interactions with others, like coworkers and managers,10% from formal learning events.
Furthermore, their findings suggested that 70% of learning and development happens through on-the-job experiences, 20% through interactions with others, and 10% through formal education. Finally, this is often considered the first formal articulation of the 70 20 10 Rule as we know it today.
The 70 percent rule suggests working at around 70% of my maximum capacity, leaving room for increased demands and unexpected challenges. By reserving this extra capacity, I can handle temporary workload spikes without burning out or compromising my work-life balance.
Introduction: My name is Terrell Hackett, I am a gleaming, brainy, courageous, helpful, healthy, cooperative, graceful person who loves writing and wants to share my knowledge and understanding with you.
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