Embed Learning in your organisation

The 70-20-10 model received its name due to how the learning process is broken up. Specifically, the 70, refers to the percent of job-related experiences, the 20, from interacting with others and the 10 is from traditional education.

 The hands-on experience category makes up 70% because it is perceived that being able to learn from mistakes while they’re being made, allows learners to improve faster from their errors because of the immediate feedback. Throughout this process, they are expected to learn job-related skills, making decisions, tackling challenges and interacting with their superiors.

On the other hand, the 20% is primarily based around social learning. This can include receiving mentoring from superiors, participating within collaborative environments and learning in networks, amongst other methods of interrelating with co-workers. Major advantages from this category, are encouragement and feedback.

Lastly, the 10% can be conducted within a classroom, through reading or by online learning. This can be perceived as more of an old-fashioned approach, as it includes formal course work and tasks to fulfil. However, it has advanced to eLearning and adapted to academic modules, which then ends in reflection of the topic. eLearning can be achieved through RapL’s Microlearning app, find out more about it here, https://getrapl.com/what-makes-rapl-a-powerful-corporate-microlearning-app/. Moreover, this can further be taught through educational events, such as seminars to really tie everything together.

This learning model was formed in the 1980s by three researches and authors, who were researching the key developmental experiences of successful managers. This can cause some hesitation, because it implies that this learning style is around forty years old. Nonetheless, due to the blended learning approach, rather than just one teaching style. This is because it helps employees recognise their experiences to improve their performances in the future. This can lead to more adaptability and innovation within every section of the organisation. By learning through experience, peers, mentors and coursework efficiently and productivity can vastly improve because it helps educate employees in ways that suit them rather than a one size fits all approach. Microlearning can complement this blended learning approach by creating practical learning scenarios, repetitive scenario based learning recreating “on the job” training and helps test and embed learning.

This can work for your organisation too, if improving your workplace environment and employees’ proficiency sounds appealing to your, request a demo here