What Is the 70:20:10 Learning Model? A Simple Guide

Think of how you normally learn something new. Sometimes it is through lectures, seminars, or even e-learning. Sometimes it is easier to understand things better by actually doing the task or by observing others. This idea is explained by the 70:20:10 Learning Model. In today’s workplaces, it is also understood that learning is not done only in a classroom or a training environment. Sometimes we also learn things practically and even from our colleagues. For students entering a professional environment, it is also important to know this concept. In this blog, we are going to discuss what the 70:20:10 learning model is, who developed the model, and what the three components of this learning model are that help us in our workplaces.

What Is the 70:20:10 Learning Model?

The 70:20:10 Learning Model is a well-known model in learning and development. It is used to describe how people learn and acquire skills in a workplace or business environment. It focuses on how people not only learn through formal education and training but also through actual experiences and interactions with people in the workplace.

The model shows that 70% of learning is through actual experiences in the workplace, 20% is through social learning and interactions with people in the workplace, and only 10% is through actual learning and training. This model shows how people learn and acquire knowledge in the workplace and how it is not limited to actual learning and training but also through actual experiences and interactions with people in the workplace.

It is often noted that students only focus on learning and acquiring knowledge through academic knowledge and formal education. However, it is vital to note that actual experiences and interactions with people in the workplace are crucial for learning and development in the workplace.

If you are studying business management, HR, or leadership and struggling to complete your assignments on learning models like the 70:20:10 framework, you can order your assignment at Locus Assignments. Simply sign up at the Locus Assignments login and submit your requirements to receive academic support tailored to UK university standards.

Who Created the 70:20:10 Learning Model?

The 70:20:10 Learning Model was introduced in the 1980s by Morgan McCall, Michael Lombardo, and Robert Eichinger. They were focused on finding out how successful managers in organisations acquire leadership skills in their careers.

While conducting research to find out how managers in organisations acquire leadership skills in their careers and how successful managers in organisations acquire leadership skills in their careers, they noted that most managers in organisations acquire leadership skills through actual experiences in the workplace and not through actual learning and training in classroom settings. From their research and study of how people in organisations acquire leadership skills in their careers and how successful managers acquire leadership skills in their careers.

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The Three Elements of the 70:20:10 Learning Model

This learning model has three different categories of learning. Each category offers a unique way of learning and acquiring professional skills and knowledge.

Before delving deeper into these modes of learning, it is important to understand that these categories are interconnected. These are not different modes of learning; they are different modes through which individuals can acquire knowledge and develop themselves.

1. 70% - Learning Through Experience

This is the largest percentage of the learning model, which focuses on learning through work experiences and tasks.

1. Students and employees increase their knowledge through problem-solving and assuming responsibilities.

2. Practical experience provides an opportunity to apply theoretical concepts to practical problems.

3. People improve their skills through work on various tasks and experiences in the workplace.

4. Learning from mistakes and criticism is a significant aspect of learning and improving performance.

5. Continuous learning and experience help in improving professional skills and increasing confidence in decision-making processes.

This section of the learning model highlights that experience is a significant aspect of learning and improving skills. 

2. 20% - Learning Through Others

The second aspect of the learning model is learning through interactions with other people.

1. Mentors provide a source of learning from experienced and knowledgeable persons.

2. Coaching and supervision from managers and trainers help in improving performance and learning.

3. Interacting with peers provides an opportunity to discuss ideas and opinions.

4. Observing and learning from experienced persons helps in learning professional skills.

5. Getting positive criticism from others is a significant aspect of learning and improving performance.

Learning from interactions with other persons is a significant aspect of learning. At the university level, interactions with peers, tutors, and mentors are significant in learning and improving performance.

3. 10% - Learning Through Formal Training

The final component of the learning model focuses on structured learning programmes and formal education.

1. Lectures provide students with basic information about theories and concepts.

2. Professional workshops help students develop skills that are required in a particular profession.

3. Online training provides students with a chance to gain new knowledge.

4. Seminars and academic conferences provide students with a chance to learn from experts in various fields.

5. Reading academic books and textbooks helps students develop a theoretical background.

Although this component of the learning model is only 10%, it is vital in creating a background that supports learning in a practical and social environment. 

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Why the 70:20:10 Learning Model Is Important

The importance of using the 70:20:10 learning framework can be understood as follows:

1. It proves that learning is not confined to training rooms.

2. The model promotes balancing theory and practice.

3. The model shows the importance of teamwork and mentoring.

4. The model is often applied in businesses to provide training for employees.

5. The model is essential in helping individuals acquire skills to enhance their work efficiency.

Examples of the Learning Model

To understand more about this learning model, it is essential to give examples of how it is applied in the workplace.

For example, an employee who has just joined a marketing company as a graduate can learn as follows:

1. 70% Learning: The employee can learn leadership skills by being assigned to manage a marketing campaign.

2. 20% Learning: The employee can learn from an experienced employee.

3. 10% Learning: The employee can learn from attending a training workshop on digital marketing.

Benefits of the Model

There are many advantages of this model for both the organisation and the individual.

1. Fosters the development of continuous learning habits through day-to-day work experiences.

2. Assists individuals in the development of work skills to enhance their performance.

3. Fosters teamwork and information sharing among co-workers.

4. Links training interventions with work responsibilities and tasks.

5. Fosters the development of individuals for their career advancement.

Limitations of the Model

Although the 70:20:10 learning framework is widely used, it also has certain limitations.

The percentages used in the model are not fixed and can vary depending on the organisation or the type of skill being developed. Some professions may need formal training before the individual can start working.

For example, the medicine and engineering fields need individuals to acquire substantial knowledge before they can apply their skills in real-life situations.

Conclusion

The 70:20:10 Learning Model is an effective way for professionals to understand the process through which they acquire knowledge and skills. It reveals to professionals that the process of learning is not only restricted to classroom lectures but is also achieved through on-the-job experiences and interactions with other individuals.

Through the integration of work experiences, interactions with other individuals, and classroom lectures, organisations can create thriving learning environments that encourage continuous learning. To UK university students, the 70:20:10 model is significant because it helps them understand the connection between academic studies and professional success.

Understanding the creators and operation of the 70:20:10 model helps university students understand significant concepts about the process of learning and development, especially for those pursuing courses such as business management and human resource studies.

If you are struggling to complete your assignments on learning models, leadership theories, or management concepts, Locus Assignments can help you with professional academic assistance. Simply fill out the form on our website, contact our team, or order your assignment directly through the Locus Assignments login to receive timely support for your coursework.

Frequently Asked Questions

1. What is the 70:20:10 learning model?

The 70:20:10 learning model explains how people develop skills in the workplace. It suggests that 70% of learning comes from practical experience, 20% from interactions with others, and 10% from formal education or training.

2. Who developed the 70:20:10  

The 70:20:10 Learning Model was developed in the 1980s by Morgan McCall, Michael Lombardo, and Robert Eichinger. Their research focused on understanding how successful managers develop leadership skills throughout their careers.

3. Is the 70:20:10 model still relevant?

Yes, the 70:20:10 learning model is still considered relevant in many organisations and workplaces. It highlights the importance of practical experience, collaboration, and formal learning together in developing professional skills.

4. What is the 70:20:10 learning model?

The 70:20:10 learning model explains how people gain knowledge and skills in the workplace. It suggests that 70% of learning comes from practical experience, 20% from learning with others, and 10% from formal education or training.

5. Can students get help with assignments on the 70:20:10 learning model?

Yes, students who find it difficult to complete assignments on the 70:20:10 learning model can seek academic support. They can sign up at the Locus Assignments login, fill out the form on the website, or order their assignment to receive expert assistance.

About Author

Dr Sophie Mitchell is a UK-based academic consultant specialising in HR, management, and organisational learning. With over eight years of experience supporting students across UK universities, she focuses on training evaluation, business development, and practical learning strategies.