The 70-20-10 learning model is widely accepted as one of the best frameworks for corporate learning and development. There’s just one problem. The 70-20-10 model is aspirational, but it’s not being implemented.
The 70-20-10 learning model is widely accepted as one of the best frameworks for corporate learning and development. The 40-year-old model suggests that people should acquire 70% of new knowledge from on-the-job experiences; 20% from interacting with peers; and 10% from formal education—like classroom and Zoom lectures. The ratios make sense on paper, seeing that “learning by doing” is the most effective way to apply and habituate new skills.There’s just one problem.
Ask any director of learning and development to show the allocation of their budget and focus, and they’ll show you that the vast majority is focused on formal education . They sweat the details of the curriculum, the delivery format, how to move classroom instruction into Zoom, how to do role-plays during the program.
But very little thought and support are given to what happens back on the job; not a lot of effort or tracking is put into the “pull-through” elements, the application elements, of skill development. It’s no wonder the dreadedMy humble suggestion is that we replace the 70-20-10 model with something I call the 3-to-1 learning model. It’s a simple, actionable model: for every one formal learning event, you should design and facilitate three on-the-job application exercises.
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