The OSF (On-the-Job, Social, Formal) Ratio

The 70-20-10 model, developed in the 1980s by researchers at the Center for Creative Leadership, was designed to describe how successful managers learn:

70% from hands-on experiences
20% from others, such as coaching, mentoring or collaborative learning
10% from formal training

While the 70-20-10 framework has been influential, it was created for managers and is now over 40 years old. Experts caution against using it as a rigid rule for all learners. More recent research has found that in general, across industries, roles and even countries, employees tend to learn new knowledge, skills and abilities through a new ratio.

However, even this mixture should be considered a flexible guideline rather than a strict rule. In fact, a better way to talk about sources of learning is an OSF (on-the-job, social, formal) ratio, which may vary depending on the industry, organization and learners.

From 70-20-10 to the OSF Ratio

The OSF (On-the-Job, Social, Formal) ratio considers learning as a combination of:

On-the-job learning: Experiences and tasks completed in the flow of work
Social learning: Learning from colleagues, mentors, coaches or collaborative interactions
Formal learning: Structured programs, courses and workshops

The OSF ratio is not one-size-fits-all. It varies depending on factors such as:

Industry and role requirements
Effectiveness of formal training programs
Team performance and size
Employee tenure and experience level

For example, in organizations with limited formal training, employees may rely more heavily on on-the-job and social learning. Or in smaller companies with fewer peers to learn from, employees may lean more on formal learning to build essential skills.

Applying the OSF Ratio in L&D

The OSF ratio encourages L&D teams to prioritize experiential learning while maintaining balance across all sources of learning:

Ground training in real work experiences to optimize on-the-job learning
Use formal training strategically to provide foundational knowledge and structure skills development
Facilitate social learning by encouraging mentorship, coaching and collaborative projects

By designing formal programs that reinforce on-the-job and social learning, organizations can maximize learning opportunities and ensure employees are developing skills in a holistic, integrated way. This approach also accommodates a multigenerational workforce, where employees naturally learn from each other in addition to structured programs.

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