70-20-10The future of remote learning models
Learning and Development (L&D) has always been important to successful careers, but the rise of remote work has changed the way we learn. Employees are no longer trained by sitting in the meeting room for hours or reading long textbooks. Today, businesses and employees are experiencing learning that occurs online. L&D’s 70-20-10 model has been standard for years and we’ve seen how it can be adapted to remote learning. However, this is not the only trend that could affect the model. So, what is the future of the 70-20-10 model? How can you adapt to the needs of employees who want a more flexible, self-directed, and fresh learning experience?
It’s time to rethink learning in ways that include new technologies, AI and continuous growth. This is necessary not only for career development, but also for lifelong commitments that benefit all aspects of the employee’s lives. Without further ado, let’s explore future changes in L&D and how they can form the 70-20-10 model.
What will happen to the future of the 70-20-10 model in remote learning?
AI-driven learning
AI-driven platforms change learning through personalization. how? Instead of sitting through unrelated courses, AI analyzes skills, interests, and progress and recommends content that is actually useful. For example, there is an AI-powered chatbot that acts as a tutor. Provides real-time feedback, answer questions and provide practice activities. You can also find this as adaptive learning. Essentially, this means that the system will create a learning plan based on performance. If you are struggling with the concept, provide more resources. If you’re really good at something, it works with more challenging materials. With AI, you can enhance all three aspects of the 70-20-10 model, making remote learning more interactive and meaningful.
Virtual and Augmented Reality
Remote learning has completely changed thanks to Virtual Reality (VR) and Augmented Reality (AR). These technologies allow employees to actively engage in realistic and practical experiences. With VR, you are placed in a completely immersive digital environment, including virtual hospitals, factories, and customer service scenarios. AR, on the other hand, can overlay real-world digital elements to interact with virtual guides, instructions, or troubleshooting help. This is 70% of the models, and is empirical learning, with 20% learning from others. This is because VR and AR can not only put into practice what you’ve learned, but they can also do it in a collaborative environment.
Microlearning and On-Demand Learning
Microlearning is extremely popular as it offers employees short lessons designed to fit even the busiest schedule. Therefore, remote workers can acquire new skills in 5-10 minutes throughout the day and enjoy the flexibility of not having to sit through a scheduled course. This approach to taking part in a course is whenever you feel that it is also known as on-demand learning. For remote workers, this means that professional development will become a continuous and natural part of the day. Whether you do that during your break or lunch, learning is now more flexible and convenient than ever. This is great news for 10% of the 70-20-20-10 model. This is because it is traditional learning and now it’s become interesting and doesn’t feel like a chore.
Lifelong Learning
When it comes to skills, today’s relevance may not be tomorrow. Professionals who don’t continue learning are at risk of falling behind in their careers. That’s why lifelong learning is important. Job roles are changing, especially in automation and AI, and businesses must constantly adapt to new tools, software, and ways of working. This means that skilled and reskilling is essential to staying competitive. Remote learning is the perfect solution to that, especially if it is done in an attractive way according to the 70-20-10 model. This makes it more effective and interesting, making it easier for employees to practice lifelong learning.
Self-learning
One of the biggest changes in remote learning is self-independent learning, where employees are responsible for their own growth. After all, workers have endless opportunities to learn at their own pace and at their own terms everywhere. For example, 70% of people can view tutorials, explore the software on their own, or take on new projects actively. Similarly, for 20%, you can join the learning community, interact with other learners, share experiences, ask questions, and exchange resources. Or they can work with their peers to learn from each other. Finally, for 10%, you can choose a more structured approach, set goals, and select the courses you are interested in.
How to adapt the 70-20-10 model for future changes
With remote and hybrid work being so popular, and all these new technologies shaking the L&D, is the proportion of 70-20-10 models related to the future? The short answer is yes, but I’ll adjust it a little. Traditionally, 70% of learning came from practical experience, 20% from social interaction, and 10% from formal training. But things have changed. For example, “70%” looks different as remote employees acquire new skills through e-learning. Social learning is also changing as it is happening through online communities, chat conversations and social media groups. Traditional learning is no longer traditional, so it has changed by 10%. Remote workers are gaining new knowledge by looking at resources such as microlearning, tutorials, webinars and AI-powered learning platforms. Therefore, instead of blindly following the rules of 70-20-10, organizations should take a more flexible approach. The secret is not to maintain accurate proportions. It ensures that employees get the right amount of experiential, social and formal learning in a way that is prepared for the future and is relevant to their goals.
Conclusion
Learning is a lifelong process. It is important to keep your approach adaptable, especially as technology is constantly changing. New Hi-Trends make it easy to acquire new skills, but it’s up to you to own a learning pass. There’s no need to wait for formal training. Instead, adapt, experiment and question the 70-20-10 model for the future. But most importantly, it’s the only certainty that’s happening in the L&D world.
