Thursday, 08 December 2016 05:58

70:20:10 What’s All the Hype About?

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What is 70:20:10? Most L&D professionals will describe this model or framework as:

>> 70% of learning is experiential learning: people learn and develop on the job through day to day tasks, challenges and practice

>> 20% of learning is social learning: people learn and develop through coaching, mentoring and interaction with peers

>> 10% of learning is formal learning: people learn and develop through structured events, which includes online courses and programs Simply put: this is a learning mix.

This is intuitive. “Practice makes perfect” is what we were told. It can be applied to anything … spelling words, riding a bike, learning to piano, you name it. If you don’t practice, you don’t make progress. You can’t learn to throw a curve ball by ONLY listening to a coach. You have to practice (this is the 70%), coaching on your form (the 20%), and a little bit of theory (10%).

The same applies to work. One cannot reach proficiency or even mastery without doing. Period. The more complex the skill, the more practice needed. For instance, you can’t become a really good negotiator by simply taking an e-learning course. The course can guide you. Only if you negotiate will you become an effective negotiator.

Bottom line? Formal training is important to lay some ground work and serve as a guide. Doing the job is where the development and progress happens.

“The 70:20:10 framework is fast becoming the preferred strategy to improve workplace performance. It is applicable across all sectors and organizations, regardless of size, because of its holistic and agile nature,” says Charles Jennings.

What are the benefits of doing this? “Organizations have reported up to a 75% reduction in training spend through introduction of the 70:20:10 framework,” according to the 70:20:10 Forum.

Significant results are being seen by organizations. Training and development budgets are getting a bigger return on their investment by the results of on the job development.

So how can an organization help their employees develop on the job? Here are two best practices to help learners make the transition from the formal e-learning space to on-the-job, moving you closer to achieving 70:20:10 in your learning mix.

1. Provide learners with an exercise to complete. Provide step-by-step instructions to guide the learner on a task or situation so nothing is left to chance. The 10%, although the smallest piece, is still critical for guidance and instruction.

2. Provide job aids to support the learner while completing the exercise on-the-job. The barriers come down and allow the learner to complete the exercise from start to finish. This builds confidence, and confidence leads to success.

To review all five best practices, download our 70:20:10 Guide – Structure the 70 from our website at: http://www.vadoinc.net/702010.

To see management development or employee business skill courses created to leverage the natural way a person develops, visit Vado’s website to request a demonstration: http://www.vadoinc.net/OurCoursesor telephone (952) 545-6698 or email This email address is being protected from spambots. You need JavaScript enabled to view it. .

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