The 70-20-10 Model
Chinenye Ekekenta - GPHR SPHRi, MBA, ACIPM
Strategic HR Partner| Trainer| Mentor| Coach| Nurturing Talent and Careers.
Ever heard of the 70-20-10 model? In the 1980s, researchers McCall, Lombardo, and Morrison crafted this framework. They asked 200 executives about their key career events and how they gained knowledge.
?? 70%: Experiential Learning
The bulk of learning (70%) occurs through hands-on experiences, daily tasks, and challenges. This is known as experiential learning. It's informal, self-directed, and happens right on the job. No need for costly off-site training!
?? 20%: Social Learning
Humans are social beings, and 20% of learning happens through social interactions. Working with peers, tackling challenges together, and observing others contribute to social learning.
?? 10%: Formal Training
Formal training, comprising 10%, remains crucial. It forms the backbone of learning initiatives, enhancing employee performance through goal-oriented, structured training, either in-person or online.
To create a 70-20-10 developmental plan.
1?? Assess your training needs; Ensure a competency assessment has been done for all.
2?? Access current sources; How does learning occur? How much budget is in place? Are there roadblocks faced by employee? Is there an LMS in te organization? etc.
3??Clarify the rationale behind adopting the 70-20-10 model, ensuring its purpose is transparent and justifies the investment of your time and resources.
4?? Create an actionable strategy; To attain the organization’s objectives using the 70-20-10 model, match each desired outcome with a particular learning type (experiential, social, or formal) and choose a fitting training method (e.g., eLearning, mentoring, or virtual reality).
@Gupta May 16, 2022. Unlock the power of the 70-20-10 model for effective learning and development! ???? #LearningAndDevelopment #ProfessionalGrowth.
Enterprise Solutions Architect: Bridging the Gap Between Technology and Business
1 年While the 70-20-10 Rule doesn't specifically focus on cost savings, organizations often find it cost-effective because it encourages learning through practical experiences and social interactions, which can be less resource-intensive than formal training programs. It promotes leveraging existing workplace activities for learning, potentially reducing the need for expensive training initiatives. However, the primary goal is to enhance the overall effectiveness of learning and development rather than just cutting costs. Its emphasis on a well-rounded learning approach aligns with the dynamic nature of professional development. I recommend it wholeheartedly!