70 20 10 Learning Model

Here we offer an introduction to the 70 20 10 learning model, and solutions to support this type of training.

What is the 70:20:10 Learning Model?

The 70:20:10 learning model is a framework for learning and development that suggests individuals gain:

• 70% of their knowledge from on-the-job experiences
• 20% from social learning (interactions with others)
• 10% from formal education and training

This model encourages a blended learning approach, combining experiential, social, and structured learning to enhance skill acquisition and performance.

In their excellent guide to online learning and training terminology, Day One Technologies explain that 70 20 10 is simply that: “70% of learning is experiential (sometimes known as ‘on-the-job training’), 20% is through others (peer to peer or social learning) and 10% is from formal coursework and training“.

Origins of the Model

The model was developed in the 1980s by researchers Morgan McCall, Michael M. Lombardo, and Robert W. Eichinger at the Center for Creative Leadership. Their study explored how successful managers developed their skills and concluded that:

• The majority of learning happens through challenging assignments and practice (70%)
• A significant amount occurs via feedback, coaching, and collaboration (20%)
• A smaller but still essential part comes from formal courses and training (10%)

In more recent years, Charles Jennings provided significant thought leadership and very successful delivery of the 70 20 10 training approach. Back in in 2007 Charles delivered a Webinar on behalf of Learning Light – asking “Has your learning strategy got muscles?” Today Charles is considered a thought leader on 70 20 10 learning.

The Three Components Explained

1. 70% – Experiential Learning (Learning by Doing)

This is the core of the model. Learning through hands-on experience includes:

• Stretch assignments
• Job rotations
• Problem-solving tasks
• Special projects
• Daily responsibilities
• Trial and error

Benefits:

• Builds competence and confidence
• Encourages critical thinking and innovation
• Reinforces learning through real-world application

The importance of this 70% is why Day One make scenario-based learning as the cornerstone of their elearning solutions.

2. 20% – Social Learning (Learning Through Others)

Learning that takes place through interaction and collaboration, such as:

• Coaching and mentoring
• Peer learning and shadowing
• Feedback from managers or team members
• Communities of practice
• Group discussions and brainstorming

Benefits:

• Builds communication and interpersonal skills
• Encourages knowledge sharing
• Fosters a culture of learning and collaboration

3. 10% – Formal Learning (Structured Learning)

Traditional forms of education and training such as:

• Classroom courses
• Online training modules
• Workshops and seminars
• Certifications
• eLearning content
• Webinars and conferences

Benefits:

• Establishes foundational knowledge
• Ideal for compliance and technical skills
• Scalable and measurable

Why Use the 70:20:10 Model?

• Encourages holistic development: Integrates learning into everyday work.
• Cost-effective: Leverages in-house knowledge and practical experience.
• Promotes a learning culture: Makes learning continuous, not a one-time event.
• Aligns with modern L&D needs: Supports informal, collaborative, and just-in-time learning.

Implementing the 70:20:10 Model in Your Organisation

Step 1: Assess Learning Needs

• Identify key skills and competencies needed.
• Pinpoint where gaps exist.

Step 2: Design a Blended Learning Strategy

• Combine experiential tasks, coaching opportunities, and formal training.
• Align learning with business goals.

Step 3: Promote On-the-Job Learning (70%)

• Assign stretch projects or job shadowing
• Encourage learning logs or reflection journals
• Support project-based learning and internal mobility

Step 4: Enable Social Learning (20%)

• Launch mentoring and coaching programs
• Create learning circles or buddy systems
• Encourage informal meet-ups, communities of practice, and knowledge sharing

Step 5: Deliver High-Quality Formal Training (10%)

• Offer targeted, relevant, and interactive courses
• Invest in digital learning platforms and LMS
• Track progress and performance metrics

Step 6: Measure and Refine

• Use performance data, surveys, and feedback to assess impact
• Adjust your approach to meet evolving needs

Criticisms and Misconceptions

• Not a strict formula – The model is a guideline, not a rigid rule. It’s about balance, not exact percentages.
• Oversimplification risk – Some argue that separating learning into neat categories overlooks how learning types overlap.
• Neglect of formal training – Organisations may over-focus on experiential learning and underinvest in structured development.

How Technology Supports the 70:20:10 Model

Modern tools can help organisations apply the model more effectively:

• Learning Management Systems (LMS) – to deliver and track formal learning (10%)
• Collaboration tools – for peer learning and discussion forums (20%)
• Performance support systems, AI-based coaching, and simulations – for experiential learning (70%)

Real-World Examples

• Google uses job rotation and 20% time projects to encourage experiential learning.
• Unilever has integrated social learning platforms to support peer collaboration.
• IBM blends formal digital courses with on-the-job application and mentorship programs.

Final Thoughts

The 70:20:10 model is not just a learning theory – it’s a practical strategy to foster continuous development. By recognising that most learning happens beyond the classroom, organisations can create environments where learning is embedded in the culture, driven by people, and aligned with performance.

If you’re looking to showcase your own training content development or learning platform, feel free to get in touch with us here at Learning Light to discuss your needs.

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Av Srivastava

eLearning Marketing Consultant

About Av

Av Srivastava is an elearning research analyst and marketing consultant who has worked with a range of learning solution providers in the UK and worldwide.

He writes about the latest and best elearning solutions to help buyers choose the ideal company for their needs.

He also helps a small number of elearning companies to understand their perfect customers, increase their visibility, and develop streams of inbound enquiries.