Today, we will address an interesting training framework: the 70-20-10 learning model. But before that, here’s a question for you. What formal training did you receive for your current role, and what percentage of that knowledge did you retain? Consider for a moment how much you have learned in the flow of work. Assess how much of your on-the-job training has stayed with you and helped you in your daily life. This type of learning is more significant.

It’s realistic to suppose that you recall the abilities you’ve acquired while working daily much more clearly than the orientation clips you had to watch when you started at the firm. The foundation of the 70-20-10 learning model is this. That being said,

What Is the 70 20 10 Learning Approach?

The 70-20-10 learning model mainly concerns how we may harness the advantages of professional learning to acquire knowledge while doing work.

However, unfortunately, given the advantages you may achieve by updating your instructional strategies with technologies and their vital role in your processes, many L&D leaders struggle to adopt new training programs to fulfill their objectives effectively.

A Deloitte survey found that while 88 percent of respondents thought it was necessary to train the future workforce, only 11 percent felt they knew how to achieve it.

It is clear why upgrading learning methodologies to implement the 70-20-10 learning model will never be more crucial when you consider that employees claim they only can devote 1% of their time each week to learning.

What Is the Formula of the 70-20-10 Learning Model?

The 70-20-10 learning model

In the middle of the 1980s, Morgan McCall, Robert W. Eichinger, and Michael M. Lombardo founded the Center for Creative Leadership (CCL), where they created the 70-20-10 learning model for training and development.

They inquired as to how 200 top leaders had learned. They separated the information into three groups based on the responses they received:

  • 70% of learning is informal (such as on-the-job learning or experienced-based training).
  • 20% of the time is spent mentoring, coaching, and learning from others.
  • 10% of knowledge comes from formally designed programs and learning initiatives.

The outcomes? They pinpointed a high-performing training ground that, most crucially, actually works and increases employee engagement.

By shifting the organizational emphasis away from exclusively building formal learning products and toward integrating learning into the workflow, the 70-20-10 learning model produces a meaningful economic effect.

Not surprising, considering how adults naturally learn!

Those who incorporate this new learning model into their training programs report twice as many business advantages and efficiency gains as their non-applicants. Sounds intense. So how does this type of framework operate?

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How Does the 70-20-10 Learning Model Work?

The 70 focuses particularly on recurrent colloquial on-the-job learning that provides a regular opportunity to learn and recall information about specific abilities (or new ones).

The 20 strongly emphasizes mentoring and coaching through encounters with coworkers and experienced professionals. This part of learning may be your supervisor giving you helpful advice on your career that will help you in your particular role or a coworker giving you a neat trick to accomplish something faster.

The number 10 stands for formal education, which includes lectures, webinars, seminars, tests, and more.

It’s been established that the 70-20-10 learning model has a direct, beneficial impact on student participation and promotes learning that lasts. The transition from a set curriculum that primarily promotes formal education is made more accessible by instructional tools that embrace the 70-20-10 learning model.

How To Integrate the 70-20-10 Learning Model Into Your Training?

what is online learning

We’ll now examine each component of the learning framework in more detail and discuss how current technology may improve each one. Let’s explore what experiential learning entails by working our way down from big to small.

Experiential Education (70 Percent)

Professionals best learn by doing, similar to how kids learn via play. According to research by Edgar Dale, people remember 80% of what they directly encounter.

Therefore, this aspect of the 70-20-10 learning model implies that you cannot learn anything unless you first practice it. However, there are situations when you can employ cutting-edge methods to improve your talents rather than learning in a practical setting.

How to use technology to improve training?

Virtual Reality

For workplace training in industries like manufacturing, power, defense, and others where the place of work can be hazardous, virtual reality serves as the perfect solution. With VR, individuals can hone their abilities to the point of confidence before beginning the job.

KFC began using VR simulation to coach their prospective chefs and acknowledged the advantages of digital classrooms. Players are confined to the kitchens until they can make fried chicken in this escape room adventure.

Augmented Reality

Work engagement can be increased by augmented reality almost as much as virtual reality. But it’s considerably more inexpensive than VR. Because of this, training is where AR tech is most frequently applied.

AR has a lot of potential for use in medical training. Creating human physical models to teach anatomy to medical graduates and scenarios like performing operations on virtual patients are examples of applications for augmented reality technology.

Engaging Videos

Web videos that use scenario-based instructional strategies are another method for developing domain knowledge. The student can choose and consider the procedure in these open-ended case-study scenarios.

When there is a decision to be taken in the “narrative,” that is where the communication happens. Decisions and past knowledge made by the learner have significant repercussions.

Virtual Laboratory

A screen-based simulator or calculator used to test theories and track outcomes is called a virtual laboratory. Students conduct a sequence of experiments with real outcomes using cutting-edge technology.

They can experiment, for instance, using lab gear that functions virtually exactly just like it would in a practical situation. Alternatively, they can execute code and determine a learning target from the outcomes. In this manner, a virtual laboratory adds real value to your online course.

Social Development (20 Percent)

e learning in education

The idea of social training is not new. Since the beginning of time, knowledge has been passed down from one generation to the next.

When we converse with others, pose inquiries to them, and impart our expertise, we learn. In recent years, peer-to-peer networking has become increasingly common as a recognized method in offices.

How to use technology to improve training?

The Internet

Sharing the information we find fascinating and valuable has become standard practice in today’s social media-dominated, globally connected environment.

People use social media for professional and educational objectives and individual communication. Facebook, for instance, allows you to:

Create group discussions to exchange project-related information; conduct surveys to get opinions and recommendations for training programs; establish private or secret communities, and post course materials and homework.

For instance, here are some 70-20-10 development plan examples:

PayPal offers a private Facebook community where employees exchange their perspectives and debate recent data on the status initiatives, and mentors hold brief lectures and publish learning materials.

Some instructors use YouTube for employee training. For instance, IBM has a comprehensive YouTube account where staff members can access video courses and other educational resources.

Formal Education (10 Percent)

Even while formal education only accounts for 10% of the 70 20 10 model for learning and development, it serves as the foundation from which other forms of learning might develop. You may be confident that the next practical and peer-to-peer instruction will be effective if the groundwork is solid.

Informal learning is premised on the idea acquired via formal education. Conversely, it can also serve as a catalyst, quickening what has been learned through practical application and interpersonal interaction, serving as a critical tool for reaching positive learning outcomes.

How to Use Technology to Improve Training?


Smiling charming brunette asian woman uses mobile phone happy texting in social networks addicted to modern technologies wears casual jumper

Employees used to be sent to classroom training sessions in the past, but eLearning software renders conventional workplace learning obsolete. Online understanding is better than training with an instructor. It helps your business save money, tailor the educational experience for each student, and raise morale among staff members.

Using an LMS is a more effective way of delivering formal education:

  • Make a learning program that includes SCORM courses, PPT presentations, files, audio, and multimedia.
  • Add students, then place them in the classes.
  • Observe the outcomes of your staff members and gauge the training’s efficacy.

Providing product knowledge education, sales and service skills training, new worker onboarding, and strategic supplier instruction is an excellent idea when using an LMS. 

A formalized educational program — blended learning seamlessly blends conventional teaching techniques with online learning.


Hybrid social learning can be effectively promoted through web videoconference. Many webinar systems support live streaming, text chat, smartboards, note-taking, real-time polling, surveys, questionnaires, and PowerPoint presentations.

Additionally, discussions can be taped so that anyone who skipped the session or wants to see it again can access the event. It is a fantastic method for assisting your virtual workforce.

Mobile Learning

Many workers think that training can continue after office hours. Additionally, most employees prefer the flexibility to learn anytime and from any location, so mobile learning benefits businesses and those who work for them.

Some businesses have already discovered from personal experience that it is far more efficient to let employees complete a course on their own time and from a distance than to keep them shackled to their workstations after work.

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How to Design a 70-20-10 Learning Model Plan?

Implementing the 70-20-10 learning model can be challenging if your company adopts a new strategy. And that’s where a well-thought-out plan is necessary. Setting clear instructional objectives will help you accomplish them more quickly.

A corporate strategy will also help you create a practical perspective of how this instructional approach will function in your business setting. So let’s look at the exact steps that we should take to improve the process.

Set Objectives and Expected Training Results

What issues does the 70-20-10 learning model aim to address in your workplace training program? Is there a disparity in performance? Is there a knowledge gap?

Is it to develop a talent that will increase employee productivity? Whatever the case, you must identify the aim of the implementation and ensure that the time and money spent on it will be worthwhile.

Establish desired performance results or what your staff must do after establishing an overarching aim after the course. For instance, if your goal is to raise the efficiency of your customer care representatives, you could plan for the following results:

  • Every product and service offered by the business is entirely familiar to employees.
  • They can deal with angry clients and turn unpleasant circumstances into positive ones.
  • Customer service representatives use their nonverbal cues and stances to enhance customer interactions.

Create a Plan

Engineer constructor designer architect creating new component in cad program working in business office. industrial woman employee studying prototype idea showing cad software on device display

It would help if you matched each goal you wish to attain with a specific learning method (experiential, social, and formal) and an educational approach to use the 70-20-10 learning model to fulfill the organization’s goals (e.g., eLearning, mentoring, or virtual reality).

Invest in Quality Equipment

It’s time to identify which tools you’ll need to implement your strategy now that you’ve determined precisely what objectives you want to achieve and how you plan to do it. Examine your current setup and identify any holes you need to fix. Here are a few tools you could require:

  • A Learning Management System: An LMS aids in the efficient delivery, management, and tracking of staff training, as we’ve already mentioned. This is an essential element if you would like to systematize learning and be able to analyze the performance of your teammates.
  • A platform for online meetings and webinars: Some LMSs have these platforms integrated. Nevertheless, if that’s not the case or you merely require a web conferencing program for your training requirements, the following are some well-liked options: JoinMe, Zoom, and GoToMeeting from WebEx.
  • A tool for creating eLearning: If you plan to develop online courses internally, you’ll need this.
  • A means of communication: Social media platforms like Facebook Workplace, messaging applications like Slack, and software for doing video conferences like Zoom can all be used to speed up social learning.
  • A device for managing projects: It might not be simple to manage training initiatives, execute them on schedule, and stay within budget. Project management software can be helpful in this situation. You can ensure that all instructional tasks are allocated to coworkers on time and timelines are met by using services like Trello, Workzone, and Proofhub.

You can move on to developing the training program now that you have a well-defined action plan and all the required resources. 

In Summary

The 70-20-10 learning model demonstrates that education involves more than just attending classes. To operate this model, several elements are required. Additionally, please remember that this approach is about balance rather than just the precise percentages.

The ratio might be more similar to 60% practical, 10% interpersonal, 30% formal, or perhaps 40% structured, 20% social, and 40% contextual. The 70-20-10 learning model is more adaptable than ever due to advanced technology. To make this model perform optimally, it is necessary to discover the perfect ratio of the elements.

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