Maximizing Employee Development: The Power of the Learning 70/20/10 Model
As human beings, we learn through a variety of methods and experiences. But when it comes to employee development, the traditional classroom approach simply doesn’t cut it. According to the Learning 70/20/10 model, employees learn best when their development activities are distributed as follows: 70% from challenging on-the-job experiences, 20% from feedback and social learning, and 10% from formal education and training.
The Basics of the Learning 70/20/10 Model
The Learning 70/20/10 model was first proposed by Morgan McCall, Michael Lombardo, and Robert Eichinger of the Center for Creative Leadership in the mid-1990s. The model suggests that most of what employees learn is actually acquired through on-the-job experiences, challenging assignments, and various forms of social interaction. In contrast, only a small part of learning can be attributed to formal training and education.
The Importance of On the Job Experience
On-the-job experience is critical to employee development. This is where employees learn the most. When employees are given task and projects that they haven’t encountered before, they step up their game, apply their creativity, and learn from their successes and failures. The 70% of on-the-job learning can take many forms, including job rotations, stretch assignments, and cross-functional projects.
The Role of Social Learning and Feedback
Social learning involves learning from others, whether by observing and imitating someone else’s behavior, or receiving feedback from a manager, mentor, or colleague. Feedback is essential because it helps employees understand their strengths and areas for improvement. Many organizations these days emphasize peer-to-peer learning and encouraging employees to form learning groups.
Formal Education and Training
Formal education and training make up the remaining 10% of employee development according to the Learning 70/20/10 model. This includes anything from online courses, workshops, seminars, and conferences. While formal education is important, it’s just a small part of employee learning, and shouldn’t be relied on as the sole means to develop employees.
The Benefits of the Learning 70/20/10 Model
The Learning 70/20/10 model offers a more practical and effective way to approach employee development. Not only does it provide employees with more opportunities for learning, but it also puts them in control of their own development. By adopting the Learning 70/20/10 model, companies can create a culture of continuous learning, where employees become more engaged, motivated, and productive. They’ll also have the skills and knowledge they need to adapt to changing business needs and thrive in their careers.
Conclusion
The Learning 70/20/10 model is a powerful tool for maximizing employee development. Organizations that integrate this model into their learning and development strategies will benefit from a more engaged and productive workforce. Employees will become better equipped to handle the challenges of their work, improve their skills, and grow in their careers. As the saying goes, “Give a man a fish, and you feed him for a day. Teach a man to fish, and you feed him for a lifetime.” The Learning 70/20/10 model is all about teaching employees how to “fish,” and that’s a recipe for long-term success.
