70-20-10 Rule

The 70-20-10 Rule is a learning principle suggesting that 70% of learning comes from on-the-job experiences, 20% from interactions with others, and 10% from formal education. It emphasizes practical learning, social interactions, and continuous development for effective skill enhancement.

Table of Contents

Understanding the 70-20-10 Rule:

What is the 70-20-10 Rule?

The 70-20-10 Rule, also known as the 70-20-10 Model or Principle, is a widely recognized framework for structuring learning and development programs. It suggests that successful learning and skill development involve a combination of three components:

70% Experience: Learning primarily occurs through practical, hands-on experiences, on-the-job tasks, and challenges. This component emphasizes learning by doing and applying knowledge in real-world situations.
20% Exposure: Exposure refers to learning from others, including mentors, peers, and networking. It includes observational learning, feedback, and interactions that occur in a social context.
10% Education: The remaining 10% involves formal education and structured training, such as classroom courses, workshops, or e-learning. This component provides foundational knowledge and concepts.

Why the 70-20-10 Rule Matters:

Understanding the 70-20-10 Rule is essential for recognizing its impact on training, education, and skill development. It offers a framework for optimizing learning and development efforts, whether in corporate training, academic settings, or personal growth.

The Impact of the 70-20-10 Rule:

Training and Development: Organizations use the 70-20-10 Rule to design more effective training programs and enhance employee skill development.
Education: Educational institutions leverage the model to create holistic learning experiences that go beyond traditional classroom teaching.
Personal Growth: Individuals apply the rule to structure their self-directed learning journeys for career advancement and personal development.

Benefits of Understanding the 70-20-10 Rule:

Optimized Learning: The model ensures a balanced approach to learning, resulting in more effective skill acquisition and development.
Cost-Efficiency: By emphasizing experiential and social learning, organizations can reduce the costs associated with formal training.

Challenges of Understanding the 70-20-10 Rule:

Implementation Barriers: Incorporating the 70-20-10 model into organizational culture can be challenging and may require a shift in mindset and practices.
Measurement and Assessment: Measuring the effectiveness of the 70-20-10 approach can be complex, as it involves multiple learning modalities.

Components of the 70-20-10 Rule:

70% On-the-Job Experience: This component emphasizes learning through practical tasks, hands-on experiences, and real-world projects. It recognizes that individuals acquire significant knowledge and skills by actively participating in their job roles and tackling challenges as they arise.
20% Interactions with Others: The 20% component highlights the importance of learning from colleagues, mentors, and collaborative activities. Interactions with others provide opportunities for knowledge sharing, feedback, and mentorship, fostering a culture of peer learning and growth.
10% Formal Education: The remaining 10% involves structured learning experiences, such as formal courses, workshops, and training programs. While formal education is essential, the 10% allocation underscores that classroom-based learning should complement and support on-the-job experiences and interactions with others.

Characteristics of the 70-20-10 Rule:

Practical Emphasis: The 70-20-10 rule places a strong emphasis on practical learning that aligns with real-world challenges and job responsibilities. It recognizes that individuals learn best when they can immediately apply new knowledge and skills in their work.
Social Learning: This framework values interactions, collaboration, and knowledge sharing among individuals. It acknowledges that learning often occurs in social contexts, where individuals can exchange ideas, seek guidance, and learn from one another.
Continuous Learning: The 70-20-10 rule encourages a culture of continuous learning, where development is integrated into daily activities. It promotes the idea that learning is not limited to formal events but should be an ongoing part of the work environment.

Benefits of the 70-20-10 Rule:

Effective Learning: By combining diverse learning methods, including on-the-job experiences, interactions with others, and formal education, organizations can provide a comprehensive and effective learning experience for their employees.
Real-World Relevance: The practical emphasis of this rule ensures that individuals acquire skills and knowledge directly applicable to their job roles. This relevance leads to better job performance and problem-solving abilities.
Collaborative Culture: Emphasizing interactions with others fosters a culture of knowledge sharing, mentorship, and peer learning within organizations. This collaborative environment contributes to employee engagement and professional growth.

Challenges in Implementing the 70-20-10 Rule:

Measurement: Evaluating the effectiveness of informal learning experiences, such as on-the-job learning and interactions with others, can be challenging. Organizations may need to develop methods for assessing the impact of these components.
Resource Allocation: Balancing efforts among the three components of the 70-20-10 rule can be complex. Organizations must allocate resources effectively to ensure that on-the-job experiences, interactions, and formal education are adequately supported.

The 70-20-10 Rule in Action:

To understand the 70-20-10 Rule better, let’s explore how it operates in real-world scenarios and what it reveals about its impact on training, education, and skill development.

Corporate Training:

Scenario: A global technology company aims to enhance the leadership skills of its mid-level managers.
70-20-10 Rule in Action:
- 70% Experience: Managers are assigned challenging leadership projects and tasked with leading cross-functional teams. They learn by managing real-world situations and navigating complex dynamics.
- 20% Exposure: Managers participate in peer coaching groups, where they share experiences, receive feedback, and learn from each other’s leadership approaches.
- 10% Education: The company provides formal leadership development workshops and courses that cover leadership theories and best practices.
- Result: Managers develop practical leadership skills, benefit from peer insights, and acquire foundational knowledge, leading to improved leadership effectiveness.

Academic Settings:

Scenario: A university is redesigning its undergraduate engineering program to better prepare students for industry roles.
70-20-10 Rule in Action:
- 70% Experience: The curriculum includes project-based learning, internships, and co-op programs where students work on real engineering projects and gain hands-on experience.
- 20% Exposure: Engineering students are encouraged to participate in industry events, networking opportunities, and mentorship programs that connect them with professionals in the field.
- 10% Education: Traditional classroom courses provide students with the fundamental theories and principles of engineering.
- Result: Graduates are well-rounded engineers who not only possess theoretical knowledge but also have practical experience and industry connections.

Personal Development:

Scenario: An individual aspires to become a successful public speaker.
70-20-10 Rule in Action:
- 70% Experience: The individual actively seeks speaking opportunities at local events, workshops, and online platforms, honing their public speaking skills through practical exposure.
- 20% Exposure: They join a public speaking club where they receive feedback from experienced speakers and learn from observing others’ presentations.
- 10% Education: The individual enrolls in a public speaking course to acquire foundational knowledge and techniques.
- Result: Over time, the individual becomes a confident and skilled public speaker with a strong network in the field.

Key Highlights

70-20-10 Rule: A learning principle suggesting that 70% of learning comes from on-the-job experiences, 20% from interactions with others, and 10% from formal education.
Practical Emphasis: Emphasizes practical, hands-on learning aligned with real-world tasks.
Social Learning: Values collaborative interactions and knowledge sharing among peers.
Effective Learning: Balances diverse learning methods for comprehensive skill development.
Real-World Relevance: Focuses on building skills directly applicable to job roles.
Continuous Development: Encourages ongoing learning integrated into daily activities.
Challenges and Benefits: Faces challenges in measurement and resource allocation but offers effective skill enhancement through a holistic learning approach.

Related Frameworks	Description	When to Apply
Experiential Learning	– Experiential learning emphasizes learning through direct experience, action, and reflection. According to the 70-20-10 Rule, 70% of learning occurs through hands-on experiences, such as challenging assignments, projects, and real-world tasks. Experiential learning allows individuals to apply knowledge, develop skills, and gain insights from their experiences.	– When seeking to develop practical skills, expertise, or competencies in a particular domain. – Emphasizing experiential learning opportunities to enhance learning effectiveness, foster skill development, and accelerate personal and professional growth.
Social Learning	– Social learning involves learning from others through observation, collaboration, and feedback. According to the 70-20-10 Rule, 20% of learning occurs through social interactions, such as mentoring, coaching, peer collaboration, and networking. Social learning enables individuals to share knowledge, exchange ideas, and leverage collective expertise to enhance learning outcomes.	– When seeking to leverage social networks, communities of practice, or mentorship programs for learning and development. – Promoting social learning opportunities to facilitate knowledge sharing, foster collaboration, and build a supportive learning culture within organizations.
Formal Learning	– Formal learning refers to structured learning activities, such as training programs, courses, workshops, and seminars. According to the 70-20-10 Rule, 10% of learning occurs through formal learning interventions, such as classroom instruction, e-learning modules, and self-study materials. Formal learning provides foundational knowledge, frameworks, and concepts that complement experiential and social learning experiences.	– When designing learning and development initiatives, programs, or curricula for individuals or teams. – Incorporating formal learning components to provide foundational knowledge, theoretical frameworks, and structured learning experiences that support skill development and competency building.
On-the-Job Training (OJT)	– On-the-job training involves learning and skill development that occurs while performing work-related tasks and responsibilities. On-the-job training aligns closely with the experiential learning aspect of the 70-20-10 Rule, as it emphasizes learning through practical experience, hands-on practice, and real-world application of knowledge and skills.	– When providing learning and development opportunities for employees in the workplace. – Leveraging on-the-job training to accelerate skill development, improve job performance, and promote continuous learning and growth within organizations.
Peer Coaching	– Peer coaching is a collaborative learning approach in which individuals support and learn from each other through coaching, feedback, and mutual accountability. Peer coaching aligns with the social learning aspect of the 70-20-10 Rule, as it facilitates knowledge sharing, skill development, and peer support within organizations.	– When fostering a culture of continuous learning, feedback, and development among peers or teams. – Implementing peer coaching programs to empower employees, enhance performance, and promote a culture of collaboration and continuous improvement within organizations.
Action Learning	– Action learning is a problem-solving and learning methodology that involves tackling real-world challenges or projects in a collaborative, reflective, and iterative manner. Action learning combines elements of experiential learning and social learning, as participants learn through action, reflection, and interaction with peers and facilitators.	– When addressing complex problems, driving organizational change, or fostering innovation within teams or organizations. – Implementing action learning initiatives to develop leadership capabilities, build problem-solving skills, and drive organizational learning and performance improvement.
Job Rotation	– Job rotation involves temporarily assigning employees to different roles, departments, or projects to broaden their skills, knowledge, and perspectives. Job rotation aligns with the experiential learning aspect of the 70-20-10 Rule, as it exposes individuals to diverse experiences, challenges, and learning opportunities within the organization.	– When developing talent, enhancing career mobility, or cross-training employees for future roles or responsibilities. – Implementing job rotation programs to provide employees with varied experiences, accelerate skill development, and foster organizational agility and talent retention.
Communities of Practice (CoPs)	– Communities of practice are informal networks or groups of individuals who share common interests, expertise, and goals within an organization. CoPs facilitate social learning and knowledge sharing through peer interactions, discussions, and collaboration on shared topics or domains of interest.	– When promoting knowledge sharing, collaboration, and learning within organizations or professional communities. – Establishing and nurturing communities of practice to facilitate peer learning, knowledge exchange, and professional development among employees or stakeholders.
360-Degree Feedback	– 360-degree feedback is a multisource feedback process that involves gathering feedback from multiple sources, including peers, managers, subordinates, and other stakeholders, to provide a comprehensive view of an individual’s strengths, weaknesses, and development areas. 360-degree feedback supports social learning by providing individuals with insights, perspectives, and opportunities for self-awareness and growth.	– When seeking to enhance self-awareness, identify development areas, or support leadership development efforts. – Implementing 360-degree feedback processes to gather diverse perspectives, foster reflection, and drive personal and professional development for individuals or teams.
Learning by Doing	– Learning by doing emphasizes the importance of hands-on experience, experimentation, and practice in the learning process. According to the 70-20-10 Rule, the majority of learning occurs through direct experience and application of knowledge and skills in real-world contexts. Learning by doing enables individuals to learn from successes, failures, and feedback, leading to deeper understanding and mastery of concepts and competencies.	– When promoting active learning, skill development, or knowledge acquisition in educational or professional settings. – Encouraging learning by doing through experiential activities, projects, simulations, or problem-based learning approaches that engage learners and foster skill acquisition and mastery.