The 70-20-10 learning model is a widely recognized and research-backed framework that provides a guideline for how individuals learn and develop, particularly in professional settings. Originating from studies on executive learning and development, this rule suggests that learning is not solely derived from formal training but is significantly shaped by diverse experiences. This model emphasizes that effective development is a blend of different learning approaches, distributed in a specific ratio.
According to the 70-20-10 framework, optimal learning and growth arise from three key types of experiences, broken down as follows:
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70% – Challenging Experiences and Assignments: This portion emphasizes the crucial role of on-the-job learning. It suggests that the majority of our skills and knowledge are acquired through tackling demanding tasks, new projects, and problem-solving in real-world scenarios. These experiences push individuals out of their comfort zones, fostering resilience and adaptability.
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20% – Developmental Relationships: Learning is also a social process. This component highlights the importance of interacting with others, such as mentors, coaches, peers, and supervisors. Through these relationships, individuals gain valuable feedback, observe different approaches, and expand their perspectives. Collaboration and communication are key aspects of this learning dimension.
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10% – Coursework and Training: Formal learning, while important, constitutes a smaller part of the overall learning equation. This includes workshops, online courses, and structured training programs. While these provide foundational knowledge and specific skills, their impact is amplified when combined with experiential and social learning.
Delving Deeper into Experience-Driven Development
The 70-20-10 model underscores that experience is not just one way to learn; it is the primary way we develop crucial skills, especially in leadership and management. However, it’s essential to recognize that not all experiences are equally beneficial. The effectiveness of experiential learning depends on the nature of the challenge and the individual’s approach to it.
Research has identified specific types of experiences that are most impactful for professional growth. These include:
- Taking on new responsibilities: Expanding job scope and handling larger projects.
- Navigating turnarounds: Dealing with situations requiring significant change and problem-solving.
- Horizontal moves: Experiencing different roles or departments to broaden skill sets and perspectives.
- Leading new initiatives: Starting projects from scratch and driving them to completion.
- Learning from mistakes: Reflecting on failures and extracting valuable lessons for future actions.
These experiences provide fertile ground for learning critical leadership skills such as effective execution, self-awareness, and managing direct reports – skills consistently ranked as universally important across different cultures and industries.
The Significance of Developmental Relationships in the 70-20-10 Approach
The 20% component of the 70-20-10 learning model emphasizes the powerful role of social learning. Human interaction accelerates development by providing diverse perspectives, support, and accountability. Developmental relationships can take many forms:
- Mentorship: Guidance and wisdom from experienced professionals.
- Coaching: Focused support to improve specific skills and performance.
- Peer learning: Exchanging knowledge and best practices with colleagues.
- Feedback from supervisors: Constructive criticism and direction from managers.
These relationships create opportunities for reflection, feedback, and learning from the successes and failures of others. They offer a sounding board for ideas and challenges, fostering a supportive environment for growth.
Amplifying Learning with Strategic Coursework and Training
While constituting 10% of the model, formal coursework and training play a vital role in enhancing the overall learning process. Well-designed training programs act as an amplifier, reinforcing the lessons learned through experiences and relationships. They provide:
- Foundational knowledge: Establishing a common understanding of key concepts and frameworks.
- Skill development: Building specific competencies through structured learning and practice.
- Tools and techniques: Equipping individuals with practical methods for problem-solving and decision-making.
- Shared language and vision: Aligning teams and organizations around common goals and leadership principles.
The 10% component ensures that learning is not solely ad-hoc but is also grounded in established knowledge and best practices. It provides a structured complement to the more organic learning that occurs through experience and relationships.
Implementing the 70-20-10 Model for Optimal Learning and Development
The 70-20-10 learning model is more than just a ratio; it’s a strategic approach to talent development. To effectively implement this framework, organizations and individuals should:
- Prioritize challenging assignments: Actively seek and create opportunities for individuals to tackle demanding tasks and projects that stretch their abilities.
- Foster developmental relationships: Encourage mentorship, coaching, and peer learning programs to facilitate social learning.
- Strategically utilize training: Design training programs that complement experiential learning and address specific skill gaps.
- Encourage reflection: Create space and time for individuals to reflect on their experiences and extract key learning points.
- Customize the approach: Recognize that the 70-20-10 ratio is a guideline and may need to be adapted based on individual needs and learning goals.
By embracing the 70-20-10 learning model, organizations can create more effective and impactful development strategies, fostering a culture of continuous learning and growth. This framework provides a roadmap for maximizing learning potential and ensuring that individuals are well-equipped to meet the challenges of today’s dynamic environment.
