The 70:20:10 model describes an ideal balance between different ways of learning and developing in the workplace:

• 70 percent by Experience, through day-to-day tasks, new challenges and reflective practice.
• 20 percent by Exposure, through social learning, in person or online, collaboration, coaching and mentoring, feedback.
• 10 percent by Education, through formal learning including workshops or courses.

Studies in the 1960’s found that learning outside of formal courses, especially unprompted, self-directed learning, was both common and effective. Yet most firms give it too little recognition or support.

70:20:10 is obviously not a precise formula, but a rough weight to give to each area. The purpose of the model is to encourage team leaders to see learning and development (L&D) as a core part of their everyday roles, not an optional add-on or something that only the L&D department does.

At the same time, 70:20:10 doesn’t mean that firms should abandon their formal training programmes. Instead, they can redesign them so that employees reach their development goals through a blend of methods, and with the help of their line managers.

What do we think about this approach?