Why the 70:20:10 learning model is a game-changer
Imagine: you’re in yet another training session, another generic PowerPoint presentation unfolding in front of you. You can’t help but wonder; ‘Is this the best way for my team to learn?’
Let’s be real – the answer is no.
The 70:20:10 learning model has been around since the 80s and proposes that adults in the workplace learn the majority (70%) of what they know from experiential learning (e.g. what we do on-the-job), a smaller percentage from peers and social interactions (20%), with the smallest amount of retained knowledge coming from formal learning (10%). In reality, this is not an exact formula, but it does help to think about the balance of these three types of learning experiences when designing learning interventions that stick long-term.
So how do you design learning for the 70 and the 20?
Experiential learning (the 70):
Practice is key. Your people need time, space and safety to practice new skills – this might start in the classroom but should continue on the job. Recent research suggests that we all learn at the same rate – what makes a difference in how quickly we pick up new skills comes down to two things: how much prior knowledge we have and the quality of practice and feedback we receive. The closer to ‘real life’ the better for the learner.
Project-based learning. If you want to make learning relevant, tie it to a real-world problem or opportunity that’s facing the people you want to teach. If the connection between the learning and their everyday reality is strong it creates both tangible motivation and a clear link to where they can put the learning into action in the real world.
Social learning (the 20):
Coaching and feedback are crucial. They ensure that the practice your people are actioning is deliberate and building towards what great looks like. Developing coaching and mentoring skills in your organisation will ensure your learning interventions are embedded.
Peer learning. Leveraging peer-to-peer support, creating opportunities where your people can learn from each other, and share best practice, will accelerate capability across your organisation.
A deep-dive into experiential learning: why it’s a game-changer
The emphasis on experiential learning is what truly sets the 70:20:10 model apart – embracing learning on the job has clear benefits:
Real-time learning and application: with experiential learning, there’s no delay between learning and application. The knowledge acquired is immediately put to use, leading to faster skill acquisition and problem-solving. It’s learning that’s timely and relevant, essential for the environment of constant change most organisations find themselves in.
Learning in context: when learning occurs in the context of real-world challenges, it sticks. It’s not just theory; it’s practical, applicable knowledge that directly relates to the task at hand. This contextual learning is what makes the knowledge gained truly invaluable.
Fostering creativity and innovation: experiential learning encourages creativity and out-of-the-box thinking. As team members face real-world challenges, they’re prompted to think creatively, coming up with innovative solutions that can drive the organisation forward.
Building confidence and competence: there’s something empowering about facing a challenge head-on and coming out on top. Experiential learning builds confidence as team members realise they have the skills and knowledge needed to tackle any challenge that comes their way. There’s a strong link between good problem solving skills and resilience; the better our strategies for coping with challenges and change, the stronger our resilience will be.
The interplay of experiential and social learning: experiential learning and social learning go hand in hand. As team members engage in hands-on tasks, they also collaborate, share knowledge, and learn from one another. This creates a dynamic and supportive learning environment where everyone is invested in each other’s success. Additionally, to really grow and hone skills, we need feedback and coaching along the way. Building the coaching and feedback muscle in your organisation benefits not only your people but also the future capability and potential speed to competence of your organisation.
Our day-to-day work is evolving, and the need for agile, effective learning methods has never been more critical. The 70:20:10 model is a terrific guide for how learning can be more effective – when you combine experiential learning with social learning, you have a powerhouse of a learning model that not only transforms individuals but also shapes the very culture of your organisation.
It’s about creating an environment where continuous growth, collaboration, and practical application are at the forefront, that will allow your organisation’s learning culture to thrive.
Read more about the 70:20:10 learning model here.
