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70/20/10 model (learning and development)

Learning and development model

Learning and development model

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.{{Cite book|last1= Lombardo|first1= Michael M|last2= Eichinger|first2= Robert W|title= The Career Architect Development Planner|year= 1996|edition= 1st|location= Minneapolis|publisher= Lominger|page= iv

In this survey respondents reported the following influences on learning:

  • 70% from challenging assignments
  • 20% from developmental relationships
  • 10% from coursework and training This Model was created by Morgan McCall, Michael M. Lombardo, and Robert A. Eichinger by expressing their rationale behind the 70:20:10 model in the following way in The Career Architect Development Planner:
Development generally begins with a realization of current or future need and the motivation to do something about it. This might come from feedback, a mistake, watching other people’s reactions, failing or not being up to a task – in other words, from experience. The odds are that development will be about 70% from on-the-job experiences - working on tasks and problems; about 20% from feedback and working around good and bad examples of the need; and 10% from courses and reading.

Criticisms

Criticisms of the hypothesis include:

  • A lack of supporting empirical evidence.
  • The use of perfectly even numbers.
  • The nature of the survey (i.e. Asking already successful managers to reflect on their experiences.)
  • The model may not reflect the changes in the market instigated by online technologies. For example, it does not reflect the recent focus on informal learning.
  • The 70:20:10 model is not prescriptive. Author and learning and development professional Andy Jefferson asserts it "is neither a scientific fact nor a recipe for how best to develop people".
  • Every business has its own optimisation levers, and it will be imprudent to apply the 70:20:10 model to all businesses.
  • The method being too old and deprecated.

References

References

  1. (2018). "70-20-10 and the Dominance of Informal Learning: A Fact in Search of Evidence". Human Resource Development Review.
  2. (May 2006). "People remember 10%, 20%...Oh Really?".
  3. "70:20:10: Where Is the Evidence?".
  4. (2017-09-28). "The 70:20:10 Model for Learning and Development {{!}} Training Industry".
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This article was imported from Wikipedia and is available under the Creative Commons Attribution-ShareAlike 4.0 License. Content has been adapted to SurfDoc format. Original contributors can be found on the article history page.

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