In the words of Charles Jennings, “It’s important to be aware that 70:20:10 is a reference model and not a recipe.
However, the model isn’t a set rule for learning. Applying a fixed ratio across the broad scope of organisations seems counterproductive. What’s more, every business is different and requires a different training approach. As providers of learning solutions, we’re not totally against this line of reasoning.
After all, over time our understanding of learning has changed and so have learning delivery methods.Īn increasingly common critique of the model is that it diminishes the importance of formal training methods. Critiques of the 70:20:10 Modelīeyond the lack of hard data to support this model, there are other issues to contend with. It helps to highlight the importance of informal learning in any training mix.īut before we get too carried away, let’s take a look at some of the other issues with this model. However, it’s fair to say that the 70:20:10 model holds some intuitive power. Of course, there’s only so far that a model built on self-reported survey results can go. “Development generally begins with the realization of current or future need and the motivation to do something about it… The odds are that development will be about 70% from on-the-job experiences (working on tasks and problems), about 20% from feedback and 10% from courses and reading.”Īnd here’s what Juliette Denny, Growth Engineering’s CEO and 70:20:10 guru has to say about the matter! Still confused? Here’s the model in Michael Lombardo’s own words: The model states that only 10% of our learning is down to formal training and a structured learning programme. The last piece of the puzzle is formal learning. That’s because they don’t follow a specified pattern and occur naturally on their own. Together, these two methods are often referred to as informal learning. A further 20% came from developmental relationships (or through social learning). Respondents suggested that 70% of their learning came from challenging assignments (or experience on the job). The results were shocking - at least at the time. They asked nearly 200 executives to self-report on how they believe they learned. It was developed by McCall, Lombardo and Eichinger. The 70:20:10 model was born in the 1980s, back when back-combed hair ruled the catwalks. Let’s take a closer look at how the 70:20:10 model works!
If they aren’t a part of your training mix, then you’re clearly missing a trick! They show just how important experiential and social learning are. These special numbers provide a guide you can follow to make sure you’re getting the balance of your training programme right.
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