What is the 70-20-10 model of L&D?
Have you ever spent weeks or months taking a course and realising that much of that information is unavailable in real life? This is because traditional learning is not always sufficient as it often requires people to sit in the classroom or watch video lectures. It gives us knowledge, but it doesn’t always help us apply it. That’s where the 70-20-10 model (L&D) of learning and development is useful, especially for remote workers. This is a learning approach that allows learners to acquire skills in a meaningful and applicable way in real life. The biggest part of this is that it is perfectly consistent with the way we naturally learn, and it stands out from other learning theories.
How about that? Instead of focusing on formal education, we emphasize learning through learning and learning from others. Essentially, the 70-20-10 model of L&D claims to learn the best 70% from experience, including actually working, problem solving and experimenting. 20% from social interactions through mentoring, feedback, and conversations with others. 10% from formal education. This means courses, workshops, and training. This makes learners more active by taking part in their journey of growth, ultimately gaining skills faster, retaining knowledge longer, and in any role, industry or challenge they face. It will be more adaptable.
The model is based on a survey conducted in 1996, and requires nearly 200 executives to report that they believe they have learned. [1] Most of them responded that they did it from practical experience rather than traditional education. Since then, it has been widely used by companies and instructors in all industries to develop skills that actually stick to. Below we will categorize the concepts of the 70-20-20-10 model of L&D and see why it is relevant and even necessary for remote work.
Key components of the L&D 70-20-10 model
Do 70% of your studies
When we think about the greatest lessons we have learned in our lives, they probably don’t come from reading textbooks or sitting in lectures. They probably came from actually doing something, making mistakes and finally coming up with things themselves. According to the model, that’s exactly why 70% of our learning takes place through practical experience. Whether at work, at school or at your daily life, the best way to truly understand something is to experience it yourself.
Why does this work? When people learn by doing what they do, their brains work deeper into concepts. Learners need to solve real problems, face challenges, adapt and think critically. And all of these skills cannot be strengthened by reading about them. Of course, mistakes happen. However, experiential learning sees them as a lesson. Every time someone fails, they know the next time and get closer to developing their skills. Therefore, the key to a successful experiential learning experience is to encourage learners to use their problem-solving skills and take on new and challenging tasks that need to be applied in similar situations in the future.
20% learning from others
Have you ever had a conversation that completely changed your perspective? Maybe tips from colleagues who made your work easier, or comments from mentors who helped you get better. This is why social learning is important and accounts for 20% of the 70-20-10 model. Learning is closely related to the group we belong to. Earn knowledge faster when listening, asking questions, and exchanging ideas with others. This could be through formal mentorship programs, casual discussions among peers, or through feedback from managers.
Social learning helps learners grow faster as they provide real information, come from people with real experiences and are often not seen in textbooks or courses. For example, a veteran colleague who has been in your industry for years can share secrets and lessons that you won’t find in your training manual. After that, social learning is a feedback hub, which is what makes you better. Not to mention it is a source of networking, as conversations can lead to work and collaboration opportunities.
10% formal learning
It can be boring at times, but formal learning such as courses, training programs, books, workshops, and more give us the foundation we need. It teaches you about industry standards, best practices, and basic theories. For example, a doctor cannot “learn through doing” without first understanding anatomy. And marketers need to actually study case studies and strategies to make better decisions. This is why we include it at 10% on the L&D 70-20-10 model.
However, the knowledge of its own is not sufficient. If the course or book isn’t combined with real applications (70%) and social interactions (20%), then you won’t make someone professional. Formal learning is a guide to skills, but real skills come from actually working and getting feedback about it.
Why is it necessary when working remotely?
Supports remote work
As remote and hybrid work environments become more common, it is logical that traditional corporate training methods, such as in-person workshops and onboarding sessions, are not suitable for virtual setups. Where is the 70-20-10 model of the L&D? When working remotely, most of the learning comes from working, not from the course or training (70%). Understand things by experimenting and adapting new tools, processes and responsibilities.
But that doesn’t mean you’re on yourself. It is equally important to learn from others (20%). Social learning is still happening, including online mentorship programs, slack conversations, and team meetings. And then there is classic structured training (10%). These are online courses, webinars, and certifications that help with skills gaps. Formal learning is valuable, but relying on it can be a mistake to rely on it, especially in remote environments where engagement can be low, especially if learning is formal or unrelated to actual work. there is.
Helps employees engage
Working remotely has perks, such as avoiding long commutes, wearing comfortable clothes, organizing your schedule and your day as you want. However, when it comes to learning and development, it is difficult to remain involved without conversation, face-to-face training sessions, or naturally viewing and learning from others. The 70-20-10 model emphasizes learning through experience and interaction, even in virtual settings.
70% experiential learning takes place with daily tasks and new challenges and projects that will actually help you build your skills. Meanwhile, 20% social learning keeps you connected with others through team brainstorming sessions via Zoom or by asking colleagues how to handle specific issues. And, of course, 10% formal learning is still there for guidance, but it is enhanced in real-world applications and is much more effective.
Encourage self-paced learning in remote teams
One of the best things about working remotely is flexibility. But that means learning is in your hands. Thankfully, the 70-20-10 model supports it by encouraging self-paced learning that actually fits your schedule. Since 70% of your learning takes place through experience, this means you are learning new skills just by doing the job. Then there is 20%, and learning is done online from others and helps you grow in your own time. Finally, 10% of formal learning, such as courses, webinars, and training, will gain knowledge related to your needs and interests. Remote Work gives you the opportunity to choose when and how to learn, so when paired with the 70-20-10 model from L&D, you will get a perfect, self-paced learning journey.
Conclusion
How much of the information you get from traditional learning is actually remembered and applied? The truth is that true learning happens when we work, talk to others, get guidance. That’s exactly why the 70-20-10 model works so well. The key to applying it in a remote configuration is to intentionally incorporate it into your daily life.
