The 70-20-10 rule strategy is a popular framework for learning and development, emphasizing that 70% of learning occurs through on-the-job experiences, 20% through interactions with others, and 10% through formal educational events. This approach helps organizations and individuals prioritize experiential learning while still valuing mentorship and structured training.

What is the 70-20-10 Rule Strategy?

The 70-20-10 rule is a model used primarily in corporate training and personal development. It suggests that:

• 70% of learning comes from challenging assignments and on-the-job experiences.
• 20% of learning is derived from interactions with peers, mentors, and feedback.
• 10% of learning is gained through formal educational events, such as courses and training sessions.

This strategy is designed to optimize learning by focusing on practical, real-world experiences while still incorporating guidance from others and structured learning opportunities.

How Does the 70-20-10 Model Work?

70%: Learning Through Experience

The largest portion of the 70-20-10 model emphasizes learning by doing. This involves:

• Taking on challenging projects that push boundaries and encourage problem-solving.
• Engaging in job rotations to gain diverse skills and perspectives.
• Participating in stretch assignments that require new skills or approaches.

Example: An employee might take on a leadership role in a new project, learning management skills and strategic thinking through hands-on experience.

20%: Learning Through Others

Interpersonal learning accounts for 20% of the model, focusing on:

• Mentorship and coaching relationships that provide guidance and feedback.
• Networking with peers to share knowledge and best practices.
• Participating in collaborative projects that require teamwork and communication.

Example: Regular meetings with a mentor can help an employee refine their skills and gain insights into industry trends.

10%: Learning Through Education

The smallest portion of the model covers formal education, including:

• Workshops and seminars that provide structured learning.
• Online courses and certifications that offer specialized knowledge.
• Conferences that deliver insights from industry experts.

Example: Attending a workshop on digital marketing can provide foundational knowledge that complements practical experience.

Benefits of the 70-20-10 Strategy

The 70-20-10 framework offers several advantages:

• Balanced Learning: It encourages a well-rounded approach to development, combining experience, social learning, and formal education.
• Flexibility: The model can be adapted to different industries and roles, making it versatile.
• Engagement: By focusing on real-world tasks, it keeps learners engaged and motivated.

Implementing the 70-20-10 Rule in Your Organization

To successfully integrate this model, organizations can:

1. Identify Learning Opportunities: Assess current roles and identify potential for experiential learning.
2. Foster a Mentorship Culture: Encourage employees to seek mentors and participate in peer learning.
3. Provide Access to Training: Offer a variety of formal learning options, such as workshops and online courses.

Practical Steps for Individuals

• Seek New Challenges: Volunteer for projects outside your comfort zone.
• Build a Network: Connect with colleagues and industry professionals.
• Pursue Continuous Education: Enroll in courses that enhance your skills.

People Also Ask

What are the origins of the 70-20-10 model?

The 70-20-10 model originated from research conducted by the Center for Creative Leadership in the 1980s. It was developed to understand how successful managers learn and develop their skills.

How can the 70-20-10 rule be adapted for remote work?

In a remote work setting, the 70-20-10 model can be adapted by using digital tools for collaboration and mentorship, encouraging virtual project involvement, and providing access to online learning platforms for formal education.

Is the 70-20-10 rule applicable to all industries?

While the 70-20-10 rule is versatile, its application may vary depending on the industry. Some fields may require more formal training, while others benefit from experiential learning. Organizations should tailor the model to fit their specific needs.

Can the 70-20-10 model be used for personal development?

Yes, the 70-20-10 model can be applied to personal development by focusing on experiential learning in daily life, seeking feedback and guidance from mentors, and pursuing educational opportunities to enhance personal skills.

What are some criticisms of the 70-20-10 model?

Critics of the 70-20-10 model argue that it lacks empirical evidence and may not be suitable for all learning contexts. It’s important for organizations to adapt the model to their specific needs and not rely solely on its framework.

Conclusion

The 70-20-10 rule strategy provides a comprehensive approach to learning and development, emphasizing the importance of experiential learning while incorporating mentorship and formal education. By balancing these elements, individuals and organizations can create a dynamic and effective learning environment. For more insights on effective learning strategies, consider exploring articles on mentorship programs and online learning platforms.