The 70-20-10 Learning and Development Technique: Unlocking Effective Skill Building

In the world of learning and development, organizations are constantly seeking innovative approaches to maximize employee growth and productivity. One such method that has gained significant recognition is the 70-20-10 learning and development technique. This approach emphasizes a balanced blend of experiential learning, social interactions, and formal education to foster effective skill building and professional development. In this article, we delve into the core principles, benefits, and best practices associated with the 70-20-10 model.

The 70-20-10 learning and development model was first proposed by researchers Morgan McCall, Robert Eichinger, and Michael Lombardo at the Center for Creative Leadership in the 1980s. It suggests that effective learning and development are achieved through a combination of different experiences:

1. 70% Experiential Learning: The majority of learning occurs through on-the-job experiences, tasks, and challenges. Employees acquire new skills and knowledge by actively engaging in their work, taking risks, and learning from both successes and failures. This hands-on experience forms the foundation of the 70-20-10 model.
2. 20% Social Learning: The model recognizes the importance of interactions and learning from others. Social learning includes activities such as mentoring, coaching, collaborative projects, and networking. Engaging in conversations, sharing insights, and receiving feedback from colleagues and mentors enhances skill development and knowledge transfer.
3. 10% Formal Education: Formal learning, such as attending workshops, seminars, or courses, plays a complementary role in the 70-20-10 model. This component ensures that employees receive theoretical knowledge, industry best practices, and specialized training to support their experiential and social learning efforts.

Adopting the 70-20-10 learning and development technique offers numerous advantages for organizations and individuals:

1. Enhanced Skill Retention: The emphasis on experiential learning allows employees to apply their knowledge immediately, reinforcing new skills and improving retention rates.
2. Accelerated Learning: The blend of experiential and social learning fosters a continuous learning environment, promoting faster skill acquisition and development.
3. Contextualized Learning: By engaging in real-life work scenarios, employees gain a deeper understanding of how their skills apply to specific situations, resulting in more practical and applicable knowledge.
4. Improved Collaboration and Communication: The social learning aspect of the model encourages teamwork, knowledge sharing, and collaboration among employees, strengthening interpersonal skills and fostering a culture of continuous learning.
5. Cost-Effective Training: Prioritizing experiential and social learning allows organizations to leverage existing resources and knowledge within the company, reducing the need for expensive external training programs.

To effectively implement the 70-20-10 learning and development model, organizations should consider the following best practices:

• Align Learning Goals with Business Objectives: Identify the key skills and knowledge required to support the organization's strategic goals and design learning programs accordingly.
• Encourage Reflection: Incorporate regular opportunities for employees to reflect on their experiences, extract lessons learned, and identify areas for improvement.
• Provide Mentoring and Coaching: Establish mentoring and coaching programs to facilitate social learning, pairing experienced employees with those seeking guidance and support.
• Promote Collaboration: Create platforms and spaces for employees to collaborate, share ideas, and learn from one another, fostering a culture of knowledge exchange.
• Embrace Technology: Leverage technology-based learning platforms, virtual collaboration tools, and e-learning resources to enhance the accessibility and scalability of the learning and development initiatives.

The 70-20-10 learning and development technique has proven to be a valuable framework for organizations seeking to optimize skill building and professional growth. By combining experiential, social, and formal learning, this model offers a holistic approach that enhances knowledge retention, accelerates learning, and promotes collaboration. By adopting the 70-20-10 model and implementing best practices, organizations can unlock the full potential of their employees and drive sustainable success in an ever-evolving business landscape.