Maximizing Workplace Learning with the 70 20 10 Model
The fast-paced nature of modern workplaces makes it imperative that employees acquire new skills and knowledge continuously. The 70 20 10 model of learning is a time-tested approach that can help organizations maximize workplace learning. This model, which was first introduced in the 1980s by researchers Morgan McCall, Michael M. Lombardo, and Robert W. Eichinger, has become a popular framework for structuring employee development programs.
What is the 70 20 10 Model?
The 70 20 10 model suggests that 70% of learning occurs through on-the-job training and real-world experiences, 20% through interactions with others such as coaching, mentoring, and feedback, and 10% through formal education and structured learning programs. This model recognizes that most learning takes place outside of the classroom and emphasizes the importance of experiential learning.
How can organizations apply the 70 20 10 Model?
Organizations can use the 70 20 10 model to design effective learning and development initiatives for employees. On-the-job training, such as job shadowing, stretch assignments, and cross-functional projects, can be enhanced to provide more opportunities for experiential learning. Managers can encourage peer-to-peer coaching and mentoring to facilitate collaboration and knowledge sharing among employees. Structured classroom learning programs, such as workshops and training sessions, should be designed with the aim of reinforcing learning that occurs on the job and through interactions with others.
Benefits of the 70 20 10 Model
The 70 20 10 model offers several benefits to organizations. First, it helps ensure that learning is relevant and applicable to on-the-job tasks, leading to improved performance and productivity. Second, it fosters a culture of continuous learning and development, where employees are actively seeking out new opportunities to learn and grow. Third, it promotes collaboration and knowledge sharing among employees, creating a more cohesive and integrated organization.
Case Studies of the 70 20 10 Model in Action
There are numerous case studies of organizations that have successfully implemented the 70 20 10 model. One such example is IBM, which uses a variety of experiential learning initiatives, such as job rotations and stretch assignments, to provide employees with opportunities to learn new skills. Senior leaders at IBM also encourage coaching and mentoring among employees to promote knowledge sharing and collaboration. Another example is McDonald’s, which has implemented a comprehensive training and development program that combines on-the-job training with structured classroom learning and mentoring from experienced employees.
Conclusion
In conclusion, the 70 20 10 model is a powerful framework for maximizing workplace learning. By emphasizing the importance of on-the-job training, interactions with others, and formal learning programs, organizations can create a culture of continuous learning and development that boosts productivity, collaboration, and innovation. By adopting this model, organizations can remain agile and dynamic in a rapidly changing business environment.
