Why the 70:20:10 learning model works, and how to implement it

Organizations recognize the importance of learning and development. In fact, 84% of corporate leaders view learning as a critical issue, which is likely why investment in training programs is at an all-time high. However, nearly every CEO and CHRO reports that their leaders aren’t developing skills fast enough. So what’s missing from the current approach to development?

Historically, learning management systems were designed to enforce compliance. While modern systems have improved since then, they’re still not driving lasting behavior change. That’s where the 70:20:10 learning model can help.

What is the 70:20:10 learning model?

This methodology was originally introduced after a study conducted by the Center for Creative Leadership (CCL) examined how executives learn, grow, and change over the course of their careers. The takeaways were surprising.

Although companies spend tens of billions each year to train employees, most executives didn’t credit this as their primary source for learning leadership traits. Instead, the executives cited on-the-job experiences, challenging projects, and mentoring as key elements to developing their leadership qualities.

CCL then published the ratio they believe to be the most effective model for learning:

• 70% for job-related experiences

• 20% for developmental relationships

• 10% for formal coursework and training

Since then, the 70:20:10 learning model has been widely utilized by organizations – with great success. But what exactly is it about this approach that’s so effective?

Why the 70:20:10 learning model is effective

There are a few reasons why the 70:20:10 learning model works well for employees:

Diversifies approaches to learning

Not everyone learns the same way. That’s why offering a program that contains a healthy mix of opportunities and channels for learning can be effective. This gives employees the flexibility to shape their learning experience in a way that works for them.

Increases employee engagement

With the right tools and resources in place, the 70:20:10 model can engage your team by making learning immediately actionable. When employees feel empowered to take action in the workplace, they focus on their career goals, are more eager to collaborate with peers, and take initiative to connect with others without waiting for others to push them towards these critical relationships.

Allows scalability

The majority of learning opportunities through the 70:20:10 model are provided on the job and through workplace relationships. This makes any learning and development program easy to scale, without sacrificing personalization. This learning model also allows employees to leverage specific components based on their needs and ‘upgrade’ to more intensive experience-based programs when the time is right.