{"id":11710,"date":"2014-01-28T08:00:53","date_gmt":"2014-01-28T08:00:53","guid":{"rendered":"https:\/\/stagingweb.trainingindustry.com\/?post_type=wiki&p=11710"},"modified":"2026-03-27T20:25:48","modified_gmt":"2026-03-28T00:25:48","slug":"the-702010-model-for-learning-and-development","status":"publish","type":"wiki","link":"https:\/\/trainingindustry.com\/wiki\/content-development\/the-702010-model-for-learning-and-development\/","title":{"rendered":"The 70-20-10 Model for Learning and Development"},"featured_media":11316,"template":"","tags":[2787,1592,214],"class_list":["post-11710","wiki","type-wiki","status-publish","has-post-thumbnail","hentry","tag-70-20-10","tag-informal-learning","tag-social-learning","global_topic_tax-content-development"],"acf":{"sponsored":false,"gated":false,"gated_content_type":"file","file_attachment":33113,"gated_content":"","form_instruction_header":"","pardot_html_embed":"[hubspot type=\"form\" portal=\"47185625\" id=\"d4510cbe-e3e9-421d-9ce3-6823737d57f2\" version=\"v4\"]","custom_dfp_keywords":"","wiki_date":null,"excerpt":"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...","wiki_sections":[{"heading":"","content":"

What Is the 70-20-10 Model?<\/h2>\r\nThe 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.\r\n

Origins of the Model<\/h2>\r\nThe 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.\r\n

Overview<\/h2>\r\nOrganizations 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.\r\n\r\nThe model\u2019s 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.\r\n\r\nEmployees 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.\r\n\r\nThe 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."},{"heading":"","content":"
\r\n\"Choose\r\n<\/a><\/div>"},{"heading":"","content":"

New Research on 70-20-10<\/h2>\r\nThe application of this model was the subject of recent research conducted by Training Industry. The research explored:\r\n