What is the 70 20 10 rule for training?

The 70-20-10 rule is a popular learning and development model suggesting that on-the-job experience accounts for 70% of learning, social learning from others accounts for 20%, and formal training courses make up the remaining 10%. This framework emphasizes experiential learning as the most effective way to develop skills and knowledge.

Understanding the 70-20-10 Rule for Effective Learning

The 70-20-10 rule provides a powerful framework for understanding how people learn and develop, particularly in professional settings. It moves beyond traditional classroom-style learning to embrace a more holistic and practical approach. This model, often attributed to the Center for Creative Leadership, suggests that development happens through a blend of experiences.

What Exactly Does the 70-20-10 Rule Mean?

At its core, the 70-20-10 rule breaks down learning into three key components:

70% Experiential Learning: This is the largest portion and focuses on learning by doing. It includes taking on new assignments, facing challenges, solving problems, and learning from mistakes. Think of it as learning through real-world application and hands-on experience.
20% Social Learning: This segment emphasizes learning from and with others. It encompasses activities like seeking feedback, mentoring, coaching, observing peers, and participating in collaborative projects. Building relationships and learning from others’ perspectives are crucial here.
10% Formal Learning: This represents the traditional, structured learning methods. It includes attending workshops, taking courses, reading books, and engaging with online learning modules. While it’s the smallest percentage, it often provides the foundational knowledge.

Why is the 70-20-10 Model So Effective?

This model resonates because it mirrors how people naturally acquire and refine skills. We learn best when we are actively engaged and applying knowledge in practical situations. The 70% experiential component allows for deep understanding and skill mastery through direct involvement.

The social aspect (20%) is vital for gaining different perspectives and accelerating learning through interaction. Finally, the 10% formal learning provides the necessary theoretical underpinnings and structured knowledge. This balanced approach ensures learning is relevant, engaging, and sustainable.

Breaking Down the Components of the 70-20-10 Rule

Let’s delve deeper into each component to understand how it contributes to overall development.

The Power of 70% Experiential Learning

This is where the most significant learning occurs. It’s about stretching yourself and stepping outside your comfort zone.

On-the-Job Assignments: Taking on challenging projects that require new skills.
Problem-Solving: Tackling complex issues and finding innovative solutions.
Experiencing Setbacks: Learning valuable lessons from failures and adapting your approach.
Job Rotation: Gaining exposure to different roles and departments.

For instance, a new sales representative might learn 70% of their role by actively engaging with clients, handling objections, and closing deals, rather than solely relying on product training manuals.

The Value of 20% Social Learning

Learning from others is a powerful accelerator. It provides insights and feedback that are hard to gain independently.

Mentoring and Coaching: Receiving guidance from experienced individuals.
Peer Learning: Observing and discussing challenges with colleagues.
Seeking Feedback: Actively asking for constructive criticism to improve.
Networking: Building connections and learning from a diverse group.

Consider a software developer who learns new coding techniques by pair programming with a senior colleague or by participating in code reviews. This collaborative learning is invaluable.

The Foundation of 10% Formal Learning

While the smallest part, formal learning provides essential building blocks and structured knowledge.

Workshops and Seminars: Focused training on specific skills.
Online Courses: Access to a wide range of subjects and expertise.
Reading Books and Articles: Acquiring theoretical knowledge and best practices.
E-learning Modules: Self-paced learning on specific topics.

A manager might attend a leadership workshop (10%) to learn core principles, then apply those principles through leading a new team project (70%), and refine their approach based on feedback from their team and mentor (20%).

Practical Applications of the 70-20-10 Rule

The 70-20-10 rule isn’t just theoretical; it’s a practical guide for individuals and organizations aiming for continuous development.

For Individuals: Taking Ownership of Your Growth

As an individual, you can actively apply this model to your career development.

Identify Skill Gaps: Determine what you need to learn.
Seek Opportunities: Look for projects or tasks that allow you to practice new skills.
Find a Mentor: Connect with someone who can guide you.
Request Feedback: Regularly ask for input on your performance.
Pursue Formal Training: Supplement your experience with structured learning.

By consciously seeking out these different learning avenues, you can accelerate your professional growth and become more adaptable.

For Organizations: Designing Effective Development Programs

Organizations can leverage the 70-20-10 rule to create more impactful learning and development initiatives.

Onboarding: Structure new hire experiences to include challenging assignments.
Leadership Development: Focus on stretch assignments and peer coaching.
Performance Management: Integrate feedback and reflection into the process.
Learning Culture: Foster an environment where experimentation and knowledge sharing are encouraged.

A company might design a leadership program that includes a challenging cross-functional project (70%), regular coaching sessions with senior leaders (20%), and targeted workshops on strategic thinking (10%). This blended approach ensures leaders develop practical, applicable skills.

Common Misconceptions About the 70-20-10 Rule

It’s important to understand that the 70-20-10 rule is a guideline, not a rigid formula.

Not a Strict Ratio: The percentages are approximate and can vary based on the individual, role, and learning objective.
Interconnected Components: The three elements are not mutually exclusive; they often overlap and reinforce each other.
Context Matters: The ideal balance can shift depending on the complexity of the skill being learned and the learner’s prior experience.

The goal is to ensure a balanced learning diet, with a strong emphasis on practical application.