What is the 70-20-10 Split?
The 70-20-10 split is a model for learning and development that suggests individuals acquire 70% of their knowledge from job-related experiences, 20% from interactions with others, and 10% from formal educational events. This framework is widely used in corporate training to optimize employee growth.
How Does the 70-20-10 Model Work?
Understanding the 70%: Experiential Learning
Experiential learning, the largest component of the 70-20-10 model, emphasizes learning through doing. This involves:
- On-the-job experiences: Employees learn by tackling real-world challenges, which enhances problem-solving skills and adaptability.
- Stretch assignments: These tasks push individuals beyond their comfort zones, fostering innovation and resilience.
- Project involvement: Participating in diverse projects helps employees gain a broader understanding of their roles and the business.
The 20%: Social Learning
Social learning accounts for 20% of the model and underscores the importance of learning through others. This includes:
- Mentoring and coaching: Experienced colleagues provide guidance and feedback, which can accelerate learning.
- Networking: Building relationships within and outside the organization offers new perspectives and insights.
- Collaborative work: Team projects encourage knowledge sharing and skill development through peer interaction.
The 10%: Formal Learning
Formal learning, the smallest portion of the model, involves structured educational activities:
- Training programs: Workshops and seminars provide foundational knowledge and skills.
- Online courses: E-learning platforms offer flexibility and a wide range of topics.
- Certifications: Obtaining certifications can validate skills and enhance professional credibility.
Benefits of the 70-20-10 Model
Implementing the 70-20-10 model offers several advantages:
- Holistic development: By combining experiential, social, and formal learning, individuals develop a well-rounded skill set.
- Increased engagement: Employees are more motivated when they see opportunities for growth and advancement.
- Adaptability: The model encourages continuous learning, helping employees stay relevant in a rapidly changing work environment.
Practical Examples of the 70-20-10 Model
Example 1: Corporate Training Program
A multinational corporation implements the 70-20-10 model by:
- Assigning employees to cross-functional teams (70%) to expose them to different business areas.
- Establishing a mentorship program (20%) where senior leaders guide newer employees.
- Offering a series of online courses (10%) focused on industry-specific skills.
Example 2: Personal Development Plan
An individual seeking career advancement might:
- Take on additional responsibilities at work (70%) to gain new skills.
- Join a professional association (20%) to network and learn from peers.
- Enroll in a leadership course (10%) to formalize their knowledge.
Comparison of Learning Models
| Feature | 70-20-10 Model | Traditional Model | Blended Learning |
|---|---|---|---|
| Focus | Experiential, social, formal | Primarily formal | Mix of formal and informal |
| Learning Style | Hands-on, interactive | Lecture-based | Combination |
| Flexibility | High | Low | Medium |
| Engagement Level | High | Medium | High |
People Also Ask
What are the limitations of the 70-20-10 model?
While the 70-20-10 model is effective, it has limitations. It may not suit all industries, especially those requiring extensive formal education. Additionally, it assumes equal access to learning opportunities, which might not be available in all workplaces.
How can companies implement the 70-20-10 model?
Companies can implement the model by creating a supportive learning culture, offering diverse project opportunities, establishing mentorship programs, and providing access to formal training resources. Tailoring the approach to fit organizational needs is crucial.
Is the 70-20-10 model outdated?
The 70-20-10 model remains relevant but should be adapted to modern work environments. Incorporating technology and aligning with current business goals can enhance its effectiveness. Continuous evaluation and adjustment ensure it meets evolving learning needs.
How does the 70-20-10 model improve employee performance?
By focusing on experiential and social learning, the model encourages practical application of skills, leading to improved performance. Employees become more adaptable and innovative, contributing to organizational success.
Can the 70-20-10 model be used for remote teams?
Yes, the model can be adapted for remote teams by leveraging digital tools for collaboration, virtual mentorship, and online training. This ensures that remote employees receive the same learning opportunities as their in-office counterparts.
Conclusion
The 70-20-10 split provides a balanced approach to learning and development, integrating experiential, social, and formal education. By adopting this model, individuals and organizations can foster continuous growth and adaptability in an ever-changing work environment. For more insights on effective learning strategies, explore our articles on blended learning and adaptive learning technologies.
