The 70 20 10 Model for Learning - Staff - Australian Catholic University (2024)
The model is not a fixed ratio but rather a tool to support our understanding of where the majority of learning takes place – outside of formal classrooms. The model recognises that supervisors, colleagues, coaches and mentors play important roles in the learning process, whilst the largest portion of learning takes place on the job.
The research shows that:
70% of the learning happens on the job from real experiences.
20% of the learning happens through interactions and exchanges with colleagues or others.
10% of the learning happens through structured classroom training, education and formal learning methods.
70% of the learning happens on the job from real experiences. 20% of the learning happens through interactions and exchanges with colleagues or others. 10% of the learning happens through structured classroom training, education
education
onderwyser (plural onderwysers, feminine onderwyseres) teacher (male, or gender neutral)
In fact, it states that: 70% of learning happens through on-the-job experience.20% of learning happens socially through colleagues and friends.And 10% of learning happens via formal training experiences.
Despite its rise in popularity and the fact that many people believe it is 70:20:10 is still relevant, many people and organizations point to problems. A big part of the 70 20 10 model criticism has to do with the lack of empirical supporting data and the use of absolute numbers.
It suggests that 70% of what we learn comes from on-the-job experiences, 20% from colleagues and co-workers, and 10% from formal training. Applying the 70:20:10 model in your organization is a great way to increase knowledge and achieve better performance.
'70' activities are centred on experiential learning and learning through support in the workplace; '20' solutions are centred on social learning and learning through others; and '10' solutions are centred on structured or formal learning.
The 70-20-10 rule reveals that individuals tend to learn 70% of their knowledge from challenging experiences and assignments, 20% from developmental relationships, and 10% from coursework and training.
In our view, the 70:20:10 model is a practical metaphor illustrating the fact that people learn anywhere, at any time, mostly from their work (70) and from others (20). Structured learning is still important, but it is not the only way, or even the main way in which people achieve high levels of performance.
Unlike in the 70:20:10 model where formal learning accounts for a mere 10%, the 55:25:20 model allocates a more robust 20% for formal learning. While experiential learning and social learning are key to an effective blend, organizations benefit when formal learning is a vital component of the learning mix.
One popular model for identifying learning styles is the VARK model, which categorizes learners as either Visual, Auditory, Reading/Writing, or Kinesthetic.
It holds that individuals obtain 70% of their knowledge from job-related experiences, 20% from interactions with others, and 10% from formal educational events.
Its holistic approach ensures comprehensive growth, integrating on-the-job learning with collaborative interactions and high-impact training. This blend leads to faster skill acquisition as employees immediately apply knowledge in real-world situations.
As demonstrated, the 70/20/10 rule is still very relevant… in theory. The truth is that without an effective implementation plan, it remains just a model.
With the 70:20:10 model you learn 70% from “on the job” experience and from doing. You learn 20% from others in the way of observing, coaching and mentoring and 10% is down to formal training like courses, reading and online learning. You never forget how to ride a bike!
70% of time should be focused on core business model innovation i.e. making incremental improvements to existing products. 20% of time should be focused on related projects, i.e. adjacent innovation; and. 10% should be dedicated to unrelated and new projects, i.e. transformational and disruptive initiatives.
The 70:20:10 model for learning and development (also written as 70-20-10 or 70/20/10) is a learning and development model that suggests a proportional breakdown of how people learn effectively. It is based on a survey conducted in 1996 asking nearly 200 executives to self-report how they believed they learned.
That's 70 percent of calories from fruits, veggies and grains, 20 percent from lean proteins such as chicken and fish, and 10 percent from fat. “It's a lot of chopping and food prep, which is a challenge, but it's worth it,” Warihay says.
70% of content should be proven content that supports building your brand or attracting visitors to your site. 20% of content should be premier content which may be more costly or risky but has a bigger potential new audience, for example 'viral videos' or infographics.
70% of learning and development come from on-the-job training. 20% of learning and development come from networking opportunities. 10% of learning and development come from formal training.
A 70 20 10 development plan prioritizes on-the-job learning as it accounts for 70% of learning and development. Then mentoring with colleagues and superiors, which accounts for 20%, and finally, formal learning making up the last 10%.
Introduction: My name is Patricia Veum II, I am a vast, combative, smiling, famous, inexpensive, zealous, sparkling person who loves writing and wants to share my knowledge and understanding with you.
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