The 70-20-10 rule at work is a model for learning and development that suggests employees gain 70% of their knowledge from job-related experiences, 20% from interactions with others, and 10% from formal educational events. This framework helps organizations structure effective employee training programs by emphasizing experiential learning and social interaction over traditional classroom instruction.

What is the 70-20-10 Model?

The 70-20-10 model is a widely recognized framework for professional development. It was developed in the 1980s by Morgan McCall, Michael M. Lombardo, and Robert A. Eichinger at the Center for Creative Leadership. This model suggests that:

• 70% of learning comes from on-the-job experiences, challenging assignments, and problem-solving.
• 20% of learning is derived from relationships, feedback, and working with mentors or coaches.
• 10% of learning is achieved through formal training, such as workshops, seminars, and coursework.

Why is the 70-20-10 Rule Effective?

The 70-20-10 rule is effective because it aligns learning with real-world application. Here’s why it works:

• Experiential Learning (70%): Hands-on experience allows employees to apply their skills and knowledge directly, fostering deeper understanding and retention. It encourages problem-solving and innovation.

• Social Learning (20%): Interaction with colleagues and mentors provides valuable feedback and different perspectives, enhancing communication and collaboration skills.

• Formal Learning (10%): Structured learning provides foundational knowledge and theoretical understanding, which can be built upon through experience and interaction.

How to Implement the 70-20-10 Rule at Work?

Implementing the 70-20-10 rule involves creating a balanced development plan that incorporates all three components. Here are some practical steps:

1. Encourage Experiential Learning:

   • Assign challenging projects that push employees out of their comfort zones.
   • Rotate job roles to expose employees to different functions and skills.
   • Encourage reflection and learning from successes and failures.

2. Foster Social Learning:

   • Establish mentorship programs to facilitate knowledge transfer.
   • Encourage team collaboration and peer-to-peer learning.
   • Provide regular feedback and constructive criticism.

3. Provide Formal Training:

   • Offer workshops, webinars, and online courses relevant to employees’ roles.
   • Support attendance at conferences and professional seminars.
   • Create a library of learning resources for self-directed study.

Benefits of the 70-20-10 Rule

The 70-20-10 rule offers numerous benefits for both organizations and employees:

• Enhanced Skill Development: By focusing on experiential and social learning, employees develop practical skills that are immediately applicable to their roles.

• Increased Engagement: Employees are more engaged when learning is relevant to their daily tasks and when they receive feedback from peers and mentors.

• Cost-Effective Training: Organizations can reduce training costs by minimizing reliance on formal education and leveraging internal resources for learning.

Challenges of the 70-20-10 Model

While the 70-20-10 model is beneficial, it also presents challenges:

• Measuring Impact: Quantifying the impact of experiential and social learning can be difficult.

• Balancing Components: Ensuring the right mix of experiences, interactions, and formal training requires careful planning.

• Cultural Shift: Organizations may need to shift their culture to value informal learning and encourage knowledge sharing.

Practical Example of the 70-20-10 Rule

Consider a software development company implementing the 70-20-10 rule:

• 70% Experiential: Developers are assigned to cross-functional teams to work on diverse projects, encouraging learning through doing.

• 20% Social: Regular code reviews and pair programming sessions are conducted, allowing developers to learn from each other.

• 10% Formal: The company offers online courses in new programming languages and technologies to keep developers updated.

People Also Ask

How does the 70-20-10 rule improve employee performance?

The 70-20-10 rule improves performance by ensuring employees gain practical experience, receive feedback, and have access to formal education. This combination helps them develop relevant skills, adapt to new challenges, and continuously improve.

Can the 70-20-10 model be applied to all industries?

Yes, the 70-20-10 model can be adapted to various industries. While the specifics may vary, the core principles of experiential, social, and formal learning are universally applicable.

What are some alternatives to the 70-20-10 rule?

Alternatives include the 5 Moments of Need model, which focuses on learning at the point of need, and the ADDIE model, a systematic approach to instructional design. Each offers different frameworks for structuring learning and development.

Conclusion

The 70-20-10 rule at work provides a balanced approach to employee development by emphasizing experiential and social learning over formal education. This model helps organizations create effective training programs that align with real-world applications, enhancing skill development and engagement. By understanding and implementing the 70-20-10 rule, companies can foster a culture of continuous learning and improvement. For more insights on effective training strategies, consider exploring topics like mentorship programs and experiential learning techniques.