The 70:20:10 Model is a widely discussed and debated framework in the field of learning and development. It proposes that 70% of learning should come from on-the-job experiences, 20% from interactions with others, and the remaining 10% from formal training. This article aims to delve deeper into the credibility and controversies surrounding this model, providing a comprehensive analysis of its origin, key components, theoretical support, practical application, criticisms, and future possibilities.
Understanding the 70:20:10 Model
The 70:20:10 Model originated from research conducted by Morgan McCall, Robert Eichinger, and Michael Lombardo at the Center for Creative Leadership in the 1980s. Their findings supported the idea that the majority of learning occurs through practical experiences rather than traditional classroom settings. This led to the formulation of the model, which gained traction due to its simplicity and alignment with workplace realities.
The 70:20:10 Model has revolutionized the way organizations approach employee development. It recognizes that learning is not limited to formal training programs but extends to the day-to-day activities and interactions that individuals engage in within the workplace. By understanding and leveraging this model, organizations can create a dynamic learning environment that enhances employee growth and performance.
Origin and Concept of the 70:20:10 Model
The concept behind the 70:20:10 Model is grounded in the principle that individuals acquire knowledge and skills not only through formal training but also through day-to-day activities and interactions. This holistic approach to learning acknowledges the importance of workplace experiences, social learning, and self-directed learning in fostering professional growth.
Experiential learning, which constitutes 70% of the model, is a cornerstone of the 70:20:10 approach. It emphasizes the value of learning by doing, where employees learn by completing tasks, taking on challenges, and reflecting on their experiences. This hands-on approach allows individuals to develop practical skills and gain valuable insights that cannot be acquired solely through theoretical knowledge.
Social learning, representing 20% of the model, recognizes the power of collaboration, mentoring, coaching, and networking in acquiring new knowledge and skills. By engaging in meaningful interactions with colleagues, employees can tap into a wealth of collective wisdom, learn from each other’s experiences, and expand their professional networks. This component of the model encourages the creation of a supportive and collaborative work environment that fosters continuous learning.
The remaining 10% of the model is dedicated to formal learning through structured training programs, workshops, courses, or eLearning modules. While this component may seem relatively small, it serves as a vital foundation for building knowledge and providing individuals with a structured framework for learning. Formal learning opportunities can provide employees with the necessary theoretical foundations, industry best practices, and specialized knowledge that complement their experiential and social learning experiences.
Key Components of the 70:20:10 Model
The three components of the 70:20:10 Model work in synergy to facilitate learning and development within organizations. By understanding and leveraging these components, organizations can create a comprehensive learning ecosystem that maximizes employee growth and performance.
Experiential learning, as the largest component of the model, plays a crucial role in developing practical skills and fostering critical thinking. This component encourages employees to actively engage in challenging tasks, take calculated risks, and learn from both successes and failures. By providing opportunities for employees to apply their knowledge in real-world scenarios, organizations can cultivate a culture of continuous improvement and innovation.
Social learning, the second component of the model, recognizes the importance of learning from others. Through collaboration, mentoring, coaching, and networking, employees can tap into a diverse range of perspectives, experiences, and expertise. This component promotes knowledge sharing, cross-functional collaboration, and the development of strong professional relationships, ultimately enhancing individual and organizational performance.
Formal learning, although representing the smallest component of the model, is still a critical aspect of employee development. Structured training programs, workshops, courses, or eLearning modules provide employees with foundational knowledge, industry-specific skills, and the opportunity to acquire recognized certifications. This component ensures that employees have access to structured learning opportunities that complement their experiential and social learning experiences, enabling them to continually enhance their capabilities.
In conclusion, the 70:20:10 Model offers a comprehensive framework for employee development that goes beyond traditional classroom-based training. By embracing experiential learning, social learning, and formal learning, organizations can create a culture of continuous learning and growth, empowering their employees to thrive in today’s dynamic and ever-changing work environment.
Analyzing the Credibility of the 70:20:10 Model
While the 70:20:10 Model has gained popularity in the learning and development community, its credibility is subject to scrutiny and discourse. Examining both its theoretical foundations and practical outcomes can shed light on the model’s standing within the industry.
Theoretical Support for the Model
The 70:20:10 Model is supported by various learning theories, such as situated learning, social constructivism, and experiential learning theory. These theories emphasize the importance of context, social interaction, and hands-on experiences in effective learning. Proponents argue that the model aligns with these theories, making it a valid and relevant framework for guiding learning and development initiatives.
Practical Application and Results
Organizations that have implemented the 70:20:10 Model report positive outcomes, such as improved employee performance, increased engagement, and enhanced knowledge transfer. However, it is crucial to acknowledge that the model’s success relies on proper implementation, organizational support, and alignment with individual learners’ needs. Challenges may arise if the model is used as a one-size-fits-all approach without considering specific contexts and learning preferences.
Controversies Surrounding the 70:20:10 Model
Like any influential model, the 70:20:10 Model is not without its share of controversies. Criticisms and counterarguments have emerged, challenging the model’s underlying assumptions and its potential misinterpretations and misuses.
Criticisms and Counterarguments
One common criticism directed towards the 70:20:10 Model is the lack of empirical evidence to support its claims. While anecdotal evidence and organizations’ success stories exist, some argue that more robust research is required to establish a direct causal link between the model and enhanced learning outcomes. Another counterargument suggests that the emphasis on experiential and social learning might overshadow the importance of formal training in certain contexts, such as highly regulated industries or technical skill development.
Misinterpretations and Misuses of the Model
Another controversy stems from the potential misinterpretation and misuse of the 70:20:10 Model. As with any framework, its application must be context-specific, considering factors such as organizational culture, learner profiles, and learning objectives. Utilizing the model as a rigid guideline without customization may undermine its effectiveness and lead to suboptimal learning outcomes.
The Future of the 70:20:10 Model
The 70:20:10 Model has shaped and influenced learning and development practices, prompting discussions on the future directions and potential improvements of the model.
Potential Revisions and Improvements
As organizations continue to adapt to evolving workplace dynamics, there is room for revisiting and refining the 70:20:10 Model. One potential revision involves integrating technology and digital learning solutions to enhance experiential and social learning components. Additionally, fostering a learning culture that encourages continuous self-directed learning and knowledge sharing can complement the model’s existing framework.
Emerging Trends and Alternatives
The learning and development landscape is constantly evolving, leading to the emergence of alternative frameworks and approaches. Emerging trends, such as microlearning, gamification, and personalized learning paths, offer potential alternatives, which may complement or even challenge the dominance of the 70:20:10 Model. Organizations may explore these trends to diversify their learning strategies and cater to the diverse needs and preferences of their workforce.
In conclusion, the credibility and controversies surrounding the 70:20:10 Model highlight the ongoing discourse within the learning and development community. Despite the model’s popularity, it is essential to critically evaluate its theoretical foundations, practical applications, criticisms, and potential improvements. Organizations should consider incorporating a variety of approaches and frameworks, including the 70:20:10 Model, to create comprehensive and effective learning experiences for their employees.
At Learnexus, we recognize the value of embracing diverse learning models and approaches. Our platform provides a customizable and user-friendly environment for organizations to implement the 70:20:10 Model and other learning strategies. By leveraging innovative technologies and empowering learners with personalized learning paths, Learnexus supports organizations in their journey towards fostering continuous learning and professional growth.
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