What Is the 70-20-10 Model?
The 70-20-10 Model for Learning and Development is a widely recognized formula used 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.
Origins of the Model
The 70-20-10 model was created in the 1980s by researchers Morgan McCall, Michael M. Lombardo and Robert A. Eichinger while working with the Center for Creative Leadership, a nonprofit educational institution in Greensboro, North Carolina. Their research focused on identifying the key developmental experiences of successful managers.
Overview
Organizations use the 70-20-10 model as a general guideline to maximize the effectiveness of learning and development programs by incorporating a range of activities and inputs. Many organizations across the world continue to apply the model in practice.
The model’s creators emphasize hands-on experience (the 70%) as the most valuable source of learning. Through on-the-job experiences, employees discover and refine job-related skills, make decisions, address challenges and interact with influential people such as managers and mentors. They also learn from mistakes and receive immediate feedback on performance.
Employees build knowledge through others (the 20%) by engaging in social learning, coaching, mentoring, collaboration and peer interaction. This approach provides consistent encouragement and feedback, which strengthens learning.
The model also suggests that formal training (the 10%) plays a smaller role in professional development. Structured courses and educational events support learning, but they contribute less than experiential and social methods. A perspective that often surprises those from academic backgrounds.
New Research on 70-20-10
The application of this model was the subject of recent research conducted by Training Industry. The research explored:
- The updated balance among on-the-job, social and formal training.
- Nuances that can alter the learning ratios for different types of employees, companies and countries.
- How the model relates to strategic L&D efforts.
Learn more about this research report, “Updating 70-20-10 for the 21st Century,” here.
How Relevant is the 70-20-10 Learning Model in Today’s Workplace?
Advances in technology, changes in how people work and the rise of digital learning have led many organizations to rethink the 70-20-10 learning model. At the minimum, a growing chorus of training professionals contends that the aged model does not reflect the market’s fast-growing emphasis on informal learning. In fact, recent research identified a new concept for talking about sources of learning called the OSF (on-the-job, social, formal) ratio. The OSF ratio can vary depending on the industry, organization and learners.
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