The 70:20:10 learning framework has consistently proven its effectiveness, which is why many corporate structures and large organisations rely on it to make training opportunities better. To determine whether the 70:20:10 model is right for your business, it’s important to take a deeper look at its defining characteristics.
What’s the 70:20:10 Model?
This model refers to the fact that learning is 70 per cent experimental, 20 per cent social and 10 per cent formal.
What does this mean?
The experimental component refers to doing daily tasks and conquering challenges that bring learning opportunities along. The social component is asking others for help. If you haven’t used a certain software product, for example, you may ask a more experienced co-worker for assistance. Finally, learning is formal in a sense that it happens through official training programmes and structured opportunities for furthering your qualification.
The model for learning and development was created by the Centre for Creative Leadership (CCL) in the beginning of the 1980s. Today, it’s one of the most common methodologies used to enhance workplace performance.
How can Companies Implement the Model?
It sounds like a good idea, but you probably don’t know how to introduce the 70:20:10 model and make the best possible use of it in your corporate structure. Start with the 70 per cent of experimental learning. These are on-the-job opportunities for acquiring new skills. Allow employees to practice the skills that they’ve acquired or to learn new skills through the completion of innovative tasks.
To support this type of learning, it’s imperative to have a good feedback system. By having their performance assessed, professionals will know what their biggest shortcomings are and what they’ll need to focus on in the future.
Social learning is the second key component of increased training efficiency, and it can be stimulated through effective team creation and management. Every division and department should have an experienced manager who knows how to assign tasks, how to communicate with team members and provide the much-needed feedback.
The final component is probably the easiest one to introduce. Formal training can be made available through the selection of adequate and relevant classroom-based or e-learning training. Access to online courses, books and seminars can all contribute to improved formal qualifications.
Managing the Learning Process
To test the effectiveness of the 70:20:10 model, you’ll have to monitor performance and use the right metrics. This is where it can get somewhat challenging. The reason is that you don’t have objective numbers or a predetermined goal to measure. How can you assess on-the-job learning? How do you measure the effectiveness of social interactions that lead to improved qualification?
The answer is that you can’t.
As a company owner and a manager, you’ll simply have to set new objectives and see whether employees are capable of meeting those. The objectives should be challenging enough to promote learning, yet realistic and achievable.
The ultimate end goal is to streamline corporate practices, boost productivity and reduce production cost. In the long-run, you will have actual metrics that will show you if you’ve introduced 70:20:10 effectively and if the system is the right one for your organisation’s learning and development needs.