What is the 70 20 10 rule?
What is the 70 20 10 rule?
What is the 70 20 10 Rule?
If youāve been exploring ways to improve learning and development, whether in the workplace or personally, you might have come across the 70 20 10 rule. This framework has gained widespread recognition as a practical, efficient approach to learning that emphasizes different modes of skill acquisition. But what exactly is the 70 20 10 rule, and how can you apply it effectively?
In this article, we will dive deep into the meaning of the 70 20 10 rule, explore how it works, explain why it’s so popular in learning and development circles, and show you how to leverage it for professional or personal growth. By the end, you’ll understand how this simple concept can create a balanced learning approach that feels natural and produces lasting results.
The Basics: Understanding the 70 20 10 Rule
The 70 20 10 rule is a model for learning and development originally established from research into how people learn most effectively in professional environments. It suggests that:
- 70% of learning comes from on-the-job experiences ā practicing skills by doing, solving problems, and facing real challenges.
- 20% of learning is gained through interactions with others ā coaching, mentoring, networking, and feedback.
- 10% of learning results from formal educational events ā courses, workshops, seminars, or reading materials.
This breakdown emphasizes that the majority of learning happens outside traditional classroom settings, highlighting the importance of hands-on experience and social collaboration. In essence, while formal training is valuable, it makes up only a small part of the overall learning process.
Where Did the 70 20 10 Rule Come From?
The origins of the 70 20 10 learning model can be traced back to research conducted in the 1980s by the Center for Creative Leadership. They surveyed hundreds of executives about how they learned their roles and found this consistent pattern in the mix of learning sources.
Since then, the 70 20 10 framework has been adopted widely in corporate training and leadership development but is applicable in many contexts. It is often used as a guideline rather than a strict formula, offering a balanced approach that encourages continuous, varied learning.
Breaking Down the Components of the 70 20 10 Rule
70% – Learning Through Experience
The largest chunk of learning, according to the rule, happens through direct experience. This means that actively engaging in tasks, projects, or activitiesāparticularly those that challenge youāleads to the most significant growth. This experiential learning can include:
- Taking on new responsibilities or roles.
- Working on challenging projects.
- Problem-solving in real time.
- Experimenting with new approaches or methods.
- Learning from successes and mistakes.
Why does this work so well? Because this kind of learning is immersive and immediate, it forces you to apply knowledge and skills to real-world situations, leading to stronger retention and mastery.
20% – Learning Through Social Interactions
The next significant portion of learning comes from social sources. Learning with and from others helps provide context, alternative perspectives, and support. This type of learning involves:
- Mentoring and coaching relationships.
- Collaborating with peers and colleagues.
- Receiving constructive feedback.
- Participating in networking or discussion groups.
- Observing and modeling othersā behaviors.
Social learning not only accelerates knowledge sharing but also boosts motivation and engagement by creating a sense of community and accountability.
10% – Learning From Formal Education
The remaining 10% of learning is derived from formal education or structured training environments. This can include:
- Attending seminars, workshops, or classes.
- Reading books, articles, or manuals.
- Completing online courses or e-learning modules.
- Participating in certification programs.
- Engaging with webinars and presentations.
While formal learning is often the starting point or a supplement to practical experience and social learning, it provides foundational knowledge, theory, and a more systematic understanding of subjects.
Why Is the 70 20 10 Rule Important for Learning and Development?
Many organizations and individuals tend to focus heavily on formal training methods (the 10%) when developing skills and competencies. However, this approach can limit actual performance improvements. By following the 70 20 10 model, learning becomes more:
- Practical: Emphasizing learning by doing ensures skills are closely aligned with job demands.
- Collaborative: Leveraging social interactions encourages sharing best practices and knowledge transfer.
- Varied: A balanced mix prevents learning fatigue and increases engagement.
- Continuous: Blending different learning types promotes ongoing development rather than one-off training.
- Personalized: Allows learners to focus more on areas relevant to their roles and goals.
With the rise of remote work, digital collaboration tools, and evolving workforce needs, applying this model helps organizations build resilient, adaptable employees.
How to Apply the 70 20 10 Rule Effectively?
Understanding the theory behind the 70 20 10 rule is only the first step. To truly benefit from it, consider these practical tips to apply it successfully:
1. Identify Learning Objectives Clearly
Begin by defining what skills or knowledge areas you want to develop. Clear objectives help determine which experiences, social interactions, and formal methods will be most impactful.
2. Create Opportunities for Experiential Learning
Seek out or design projects, assignments, or challenges that stretch your abilities and require problem solving. For managers, delegate meaningful tasks that allow team members to grow through experience.
3. Foster Collaborative Learning Environments
Encourage ongoing feedback, mentoring programs, peer coaching, and knowledge sharing sessions. Integrate collaborative tools that allow teams to discuss and solve problems together.
4. Use Formal Training Strategically
Instead of relying heavily on classroom or online courses alone, use these sessions to support experiential and social learning. For example, learning new concepts through a course can prepare you for application on the job.
5. Track and Reflect on Learning Progress
Regularly evaluate how learning is progressing in each area. Reflection helps consolidate learning and identify gaps where additional focus might be needed.
Common Questions About the 70 20 10 Rule
Is the 70 20 10 rule a strict formula?
No, the model is more of a guideline than a rigid rule. Depending on individual roles, industries, and goals, the proportions may shift. The key takeaway is the emphasis on experiential learning supported by social interactions and formal education.
Can the model be used outside professional settings?
Absolutely. Although it originated in corporate learning, the 70 20 10 rule is applicable in personal development, education, and any area where learning takes place. For instance, hobbyists or students can balance practice, peer learning, and coursework.
How do I measure learning effectiveness in the 70 20 10 framework?
Tracking outcomes through performance metrics, feedback, self-assessments, or formal evaluations helps measure how well learning translates into skills and behaviors. Itās important to assess all three areas: on-the-job application, social learning quality, and formal training retention.
Benefits of Using the 70 20 10 Rule
- Increases retention: Practical application makes knowledge stick better over time.
- Enhances engagement: Diverse learning methods maintain interest and motivation.
- Builds adaptable skills: Exposure to varied scenarios and input develops flexibility.
- Promotes a learning culture: Encourages ongoing development through collaboration and challenges.
- Optimizes training budgets: Reduces overreliance on costly formal training by leveraging informal methods.
Examples of the 70 20 10 Rule in Practice
To better visualize the rule, consider these scenarios:
Example 1: New Employee Onboarding
- 70% ā The employee learns by shadowing others, handling real tasks, and solving day-to-day issues.
- 20% ā They get guided by a mentor, join team discussions, and receive feedback.
- 10% ā They attend orientation sessions and complete necessary compliance courses.
Example 2: Developing a Leadership Skill
- 70% ā The aspiring leader takes on progressively challenging projects that test decision-making.
- 20% ā They work with an executive coach and participate in leadership peer groups.
- 10% ā They enroll in a formal leadership development program.
Integrating Technology with the 70 20 10 Learning Model
Modern technology can amplify the benefits of the 70 20 10 approach by facilitating access to resources and connections:
- Learning Management Systems (LMS): Organize formal training while tracking progress.
- Collaboration Platforms: Tools like Slack or Microsoft Teams support continuous social learning and feedback.
- Mobile Learning: Allows just-in-time learning during daily work tasks.
- Virtual Reality (VR) simulations: Enhance experiential learning in risk-free environments.
- Social Networks and Forums: Expand opportunities for interaction with peers and experts.
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- 70% of learning comes from hands-on experience and challenging tasks.
- 20% results from learning through social interactions and feedback.
- 10% comes from formal training such as courses or reading.
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What is the 70 20 10 Rule?
Understanding the 70 20 10 rule can transform how you approach learning and development, whether in your career or personal growth. This powerful model highlights that effective learning happens through a mix of experiences, social interactions, and formal education. By applying the 70 20 10 rule, you can maximize your learning efficiency and boost performance in any field.
The 70 20 10 framework breaks down learning into three parts:
This approach encourages people to focus primarily on real-world tasks while using coaching and formal education as support. If you’re seeking to develop skills quickly, the 70 20 10 rule provides a practical, easy-to-implement strategy.
Frequently Asked Questions
What does the 70 20 10 rule mean in learning?
The 70 20 10 rule means that 70% of learning happens through practical experience, 20% through social interactions like coaching, and 10% through formal education.
Who created the 70 20 10 model?
The model was developed by Morgan McCall, Robert Eichinger, and Michael Lombardo at the Center for Creative Leadership in the 1980s.
How can I apply the 70 20 10 rule at work?
Focus on challenging projects (70%), seek feedback from peers or mentors (20%), and attend relevant training sessions or courses (10%).
Is the 70 20 10 rule effective for online learning?
Yes, itās effective when you balance hands-on practice, peer collaboration, and formal online classes or workshops.
Can this rule improve leadership skills?
Definitely. Leaders develop best by doing (70%), learning from others (20%), and formal leadership programs (10%).
Why is hands-on experience emphasized in the 70 20 10 rule?
Because real challenges strengthen skills faster by applying knowledge directly in the workplace.
Does the 70 20 10 rule apply outside the workplace?
Yes, it can be used for personal development by mixing practical actions, social learning, and formal study.
Conclusion
The 70 20 10 rule offers a clear roadmap for effective learning that many organizations and individuals trust. By emphasizing experiential learning (70%), supported by social interactions (20%), and supplemented with formal education (10%), this model addresses how people naturally acquire knowledge and skills. Applying the 70 20 10 framework helps learners focus on what truly matters ā doing, collaborating, and studying in balanced measure. Whether you are aiming to improve job performance or master a new skill, the 70 20 10 rule guides you to learn more efficiently while staying motivated. For anyone looking to enhance personal or professional growth, using this approach is a proven way to achieve better results faster. By combining real-world experience, expert mentoring, and structured courses, you create a holistic learning journey that is both practical and sustainable.
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