Boost learning success with the 70-20-10 model

As an HR professional, eLearning author, project manager, or corporate trainer, you’re always looking for ways to keep your team learning and progressing in their careers — and to make sure the knowledge they acquire in training actually sticks. That’s where the 70-20-10 model comes in. It provides a solid framework for combining traditional learning with practical, hands-on methods that anchor the knowledge in your employees’ minds. In this article, we’ll discuss what the 70-20-10 model is, how it benefits your company’s corporate training program, and how to go about implementing it.

The 70-20-10 model is a popular approach to adult learning and development based on our understanding of how people learn most effectively. It was designed by the Center for Creative Leadership, which carried out scientific studies to better understand how successful leaders learn. The model has stood the test of time and, at this point, it has over 30 years of research to prove its effectiveness.

The framework is built on the discovery that most learning happens not in classrooms, but through real-world experiences and interactions. Consequently, the 70-20-10 model recommends an ideal ratio of hands-on, social, and traditional learning. When you structure your training program around this framework, learning becomes an integral part of your team’s daily work, making your development efforts more impactful and helping your company reach its long-term goals.

The model breaks learning down into three modalities: experiential, social, and structured learning. Each of these learning types should comprise a certain percentage of your training program to reach an ideal ratio of formal to informal learning, which will help your employees learn effectively and retain that knowledge in the long term. Together, these different elements create a holistic approach that blends theory, practice, and teamwork to improve long-term learning outcomes.

The well-rounded framework provided in the 70-20-10 model makes learning and development more effective, which can ultimately help your company meet its long-term business objectives and be more resilient. The blend of experiential learning, social collaboration, and formal education creates an environment where employees not only acquire knowledge but also apply it effectively in their roles. This ensures that learning is not just a one-off activity but an ongoing process deeply embedded in your organization's daily operations. 

One of the model’s key strengths is how it fosters a culture of continuous improvement along a growth mindset. When 90% of learning comes from experience and interaction, employees learn to independently find solutions to challenges and seize opportunities for growth. For example, a team learning to tackle a new project will have to practice problem-solving when things don’t go as planned. This lets them practice both the soft skill of problem-solving as well as the hard skills used in the project itself. At the same time, informal mentoring and feedback sessions give everyone a chance to learn from their peers, as less experienced employees can get feedback while also sharing new insights that they have acquired. 

Over time, this ongoing process of learning and adapting boosts your organization’s resilience and empowers employees to respond effectively to changes in the business landscape. This dynamic, learning-focused culture also helps retain top talent, as employees feel valued and see opportunities for personal and professional growth.

From a strategic perspective, the 70-20-10 model aligns closely with long-term corporate growth by enhancing productivity and encouraging innovation. First of all, integrating learning into daily workflows reduces the time and resources invested in traditional training programs, while still ensuring that employees continue to develop their skills. Moreover, the social learning aspect promotes collaboration across teams and departments, which encourages knowledge-sharing and breaks down organizational silos. This makes your organization more able to adapt to change. Ultimately, the 70-20-10 model helps your organization build a stronger foundation and stay competitive in a rapidly evolving marketplace.

If your current training program is more focused on structured, traditional learning, it might feel daunting to shift to the 70-20-10 model. The good news is that it isn’t all or nothing. 70-20-10 is an ideal ratio, but even if you add just a few elements of experiential and social learning, it will be a step in the right direction. Here are some guidelines for making this model work for you.

Here’s how this could look in your company: Imagine introducing a learning and development strategy based on the 70-20-10 model. Your existing e-learning courses and modules would still be an important part of your employee development program, but they would serve as a precursor to hands-on and collaborative activities.

To start, you would increase on-the-job and experiential learning throughout the organization.  A broad range of employees would begin taking on stretch assignments or participating in cross-functional projects to help them apply new skills on the job. 

To support social learning, you could establish a mentoring program where experienced staff guide less experienced colleagues and share practical insights, fostering collaboration and knowledge-sharing.

Using your LMS, you could create balanced learning paths for your employees that incorporate all these elements. The LMS could also help you monitor progress and ensure that the desired ratio is being met. Together, these strategies create a balanced, effective learning environment that encourages growth and ensures that your learning and development program helps your company achieve its long-term business goals.