The 70:20:10 model
The 70:20:10 model is a learning and development model that combines experiential, social and formal learning and explains their relationship to each other. The model is said to have first been developed by Morgan McCall from the center for creative learning. Although there can be different combinations of the model (50:30:20 or 80:10:10) depending on organizational circumstances and requirements the usual interpretation of this model goes something like this:
70% of learning is experiential. People learn by doing something or reflecting on what they have done. It might be their regular job, it might be practice, it might be a simulation or a project or a task force or even simply interacting with clients, as long as it involves people doing what they need to do to do their job effectively.
20% of learning is social learning. Social learning takes place with co-workers, friends, and others in an individual's personal network. It may include asking a friend to show you how to use a particular software and it may also include a 360 deg feedback from your peers or observing others or casual/formal feedback from your manager.
10% of learning takes place through formal structured learning activities such as courses and programs.
Proponents of this model argue that this is a complete learning model as it not only provides for formal theoretical learning and the practical experiential learning but also has room for the learner to get feedback and observe others in order to compare and improve. Basically saying that this model reflects and recognises, that learning comes from many sources and can happen in a variety of contexts. It has also been said about the 70:20:10 model that implementing this model greatly increases staff engagement as learning and development are happening all the time. On the other hand, the opponents of the model often point to the difficulty in implementing it on an organization-wide level and changing the mindset that defaults to formally structured courses when talking about learning. Some opponents also point out that learning from experience is not as easy as it sounds and is incumbent upon the learner, to correctly capture the experience and reflect upon it to learn the right lessons.
While this learning model is growing in popularity every day, there is still a lot of resistance around it. In order to successfully implement this model, it is important that relevant managers are educated about this model and the importance of informal experiential learning and providing them with relevant assistance in this regard.
70% of learning is experiential. People learn by doing something or reflecting on what they have done. It might be their regular job, it might be practice, it might be a simulation or a project or a task force or even simply interacting with clients, as long as it involves people doing what they need to do to do their job effectively.
20% of learning is social learning. Social learning takes place with co-workers, friends, and others in an individual's personal network. It may include asking a friend to show you how to use a particular software and it may also include a 360 deg feedback from your peers or observing others or casual/formal feedback from your manager.
10% of learning takes place through formal structured learning activities such as courses and programs.
Proponents of this model argue that this is a complete learning model as it not only provides for formal theoretical learning and the practical experiential learning but also has room for the learner to get feedback and observe others in order to compare and improve. Basically saying that this model reflects and recognises, that learning comes from many sources and can happen in a variety of contexts. It has also been said about the 70:20:10 model that implementing this model greatly increases staff engagement as learning and development are happening all the time. On the other hand, the opponents of the model often point to the difficulty in implementing it on an organization-wide level and changing the mindset that defaults to formally structured courses when talking about learning. Some opponents also point out that learning from experience is not as easy as it sounds and is incumbent upon the learner, to correctly capture the experience and reflect upon it to learn the right lessons.
While this learning model is growing in popularity every day, there is still a lot of resistance around it. In order to successfully implement this model, it is important that relevant managers are educated about this model and the importance of informal experiential learning and providing them with relevant assistance in this regard.
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