The 70-20-10 Model for Learning

The 70:20:10 rule (sometimes stylised as 70/20/10 or 70-20-10) is an incredibly popular model for learning and development. It tells us about the way we build our knowledge and it isn’t afraid to get specific. In fact, it states that:

The 70:20:10 rule (sometimes stylised as 70/20/10 or 70-20-10) is an incredibly popular model for learning and development. It tells us about the way we build our knowledge and it isn’t afraid to get specific. 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.

But why is the 70:20:10 model so important to L&D professionals? Well, a better understanding of how we learn empowers you to build a high performance learning culture.

These special numbers provide a guide you can follow to make sure you’re getting the balance of your training programme right. 

They show just how important experiential and social learning are. If they aren’t a part of your training mix, then you’re clearly missing a trick!

Let’s take a closer look at how the 70:20:10 model works!

A Brief History of the 70:20:10 Model

The 70:20:10 model was born in the 1980s, back when back-combed hair ruled the catwalks. It was developed by McCall, Lombardo and Eichinger.

They asked nearly 200 executives to self-report on how they believe they learned. The results were shocking — at least at the time. 

Respondents suggested that 70% of their learning came from challenging assignments (or experience on the job). A further 20?me from developmental relationships (or through social learning). Together, these two methods are often referred to as informal learning. That’s because they don’t follow a specified pattern and occur naturally on their own. 

The last piece of the puzzle is formal learning. The model states that only 10% of our learning is down to formal training and a structured learning programme.

What does the 70% include?

A few examples of learning by doing include:

• Auditing and reviewing 
• Innovation
• Reflection
• Taking up challenging tasks
• Problem solving
• Learning from mistakes

What does the 20% include?

Some other examples include:

• Collaboration with peers on projects
• Giving and receiving feedback
• Leaning in network
• Job shadowing
• Sales coaching

What does the 10% include?

A few examples of courses and types of employee training and learning content include:

• Courses
• Modules
• Presentation training sessions
• Workshops
• Seminars