The 70-20-10 model is a simple formula created in the 1980s by leadership researchers Morgan McCall, Michael M. Lombardo and Robert A. Eichinger. It is commonly used within the learning and development sector to describe the sources of successful managers' educational experiences. 

The model holds that individuals obtain 70% of their knowledge from job-related experiences, 20% from interactions with others, and 10% from formal educational events. Effective learning comes down to getting the mix between formal and informal learning just right. 

The exact figures of the 70-20-10 model for learning isn’t set in stone. However, the research revealed that informal learning – that is, 70% experiential learning and 20% social learning – is responsible for a 90% of what we know. Let’s look at each of the components of the model.

10% – Formal Learning

Formal learning gives us the facts, figures and solid foundations on which to build the remaining 90% of our development. Although it only makes up 10% of our learning, formal training is an essential part of any learning strategy. It forms the backbone of successful learning. 

Take learning to drive a car for example. In order to succeed, you first need to understand the rules of the road and theory that supports your growing practical skills. Formal learning is the theory and facts that informal learning builds on.

Formal training can also act as an amplifier, boosting what we’ve learned through experience and social interaction. So it is worth seeing formal training as the supportive framework that creates successful learning outcomes.

20% – Social Learning

The second part of the 70-20-10 model shows that social interaction is responsible for 20% of our learning. Learning doesn’t happen in isolation. Several research point out that we learn through our relationships by sharing knowledge, observing others and nurturing mentorships. 

Social learning is informal because it is usually self-directed, spontaneous and less structured than formal learning.

70% – Workplace Learning

A massive 70% of what we know is learned through hands-on experience, daily tasks and challenges. Just like children learn through play, most adults still learn best by doing. Think about the last time you really saw your skill level shoot up. Whatever you were trying to master, your success was probably down to regular practice and pushing yourself a little harder. You learned through experience.

70-20-10 in Action

Practically speaking, however, how can the numbers that make up the model be put into action through common development activities?

Say you’re looking to improve an employee’s level of competence. You can expand his or her employee’s scope of work. There are several ways to achieve this, including giving them new responsibilities, increasing their degree of control and allowing them more authority to make decisions – that’s the 70%. 

You can then reinforce what they learn through structured coaching. Step into a coach role or allow them to assume the same post so they can instill knowledge in others. Encourage your employee to join professional communities where they can learn and discuss work-related skills with like-minded people, or allow them to share what they’ve learned from others through an internal network – that’s the 20%.

Finally, the 10% – though now deemed as the area of least focus – is still an important part of the development model. There are lots of structured courses for your employee to benefit from, from workshops and seminars to university degrees. Whether it’s an eLearning course or a professional qualification, the benefits can pay off handsomely for the growth and development of your team

The 70-20-10 model is considered to be of greatest value as a general guideline for organizations seeking to maximize the effectiveness of their learning, and development programs through other activities and inputs. The model continues to be widely employed by organizations throughout the world.