Learning is like a pie. To make it tasty, you need to know which ingredients to add and in what proportions. The 70:20:10 model is a magic recipe for corporate learning.
With the help of Dr Anthony Skip Basiel, an eLearning research and development thought leader with 20 years of experience in UK higher education, we’ve figured out how this formula works and how to apply it in the workplace.
What Is the 70:20:10 Rule?
The 70:20:10 learning model was developed by Morgan McCall, Robert Eichinger, and Michael Lombardo at the Center for Creative Leadership in the mid-1990s. They surveyed almost 200 executives about their learning philosophy. The results were pretty surprising, and caused a notable shift in the learning world.
The survey states that learning should come from a variety of sources:
70% from challenging assignments;
20% from developmental relationships;
10% from coursework and training.
It’s been a while since then, yet the 70:20:10 model has stood the test of time, and is still often used to define the ideal balance for how to train employees. Let’s translate the survey data into corporate language and try to understand how to apply it in a work environment.
70% of learning is experiential. It comes from experiences employees face at work.
20% is social or peer-to-peer learning. This is accomplished through mentoring, feedback, and relationships with colleagues.
Together, these two types comprise informal learning, which occurs outside a classroom environment.
10% is formal learning. It is conducted through training sessions. Read more