The 70-20-10 Model for Learning and Development is an influential framework that many organizations worldwide use to structure employee training. Developed in the 1980s by researchers at the Center for Creative Leadership, this model suggests that
optimal learning comes from three sources: 70% from on-the-job experiences, 20% from interactions with others, and 10% from formal education.
Here’s a breakdown of the model:
70% On-the-Job Experiences: Employees gain most of their knowledge through real-life work situations where they tackle challenges, make decisions, and learn from mistakes, all while receiving immediate feedback.
20% Interactions with Others: This includes learning through methods like coaching, mentoring, and collaborating with peers, which provide critical encouragement and feedback.
10% Formal Education: The smallest portion comes from traditional educational settings, such as courses and seminars, which may surprise those from more academic backgrounds.
Recent studies, including one by Training Industry, have revisited the model, suggesting adjustments might be necessary to better reflect the diversity of today's workforce and the rising influence of informal learning environments driven by digital advancements.
Despite its age, the 70-20-10 model remains a valuable starting point for understanding how different types of learning contribute to employee development, although adapting it to contemporary needs and technologies is essential for staying relevant in today's fast-evolving workplace.