The future of the distance learning model 70-20-10
Learning and development (L&D) have always been important for a successful career, but the way we learn changes, in particular with the rise in remote work. Employees are no longer trained by sitting in a conference room for hours or reading long manuals. Today, companies and employees are experiencing learning that occurs online. The 70-20-10 model of L&D has been a standard for years, and we have seen how it can be adapted for distance learning. But it is not the only trend that can have an impact on the model. So what is the future of the 70-20-10 model? How can we adapt it to meet the needs of employees who are looking for more flexible, autonomous and new learning experiences?
It is time to rethink learning in a way that includes new technologies, AI and continuous growth. It is not necessary only for career development, but also for a lifetime commitment which will benefit all aspects of the life of employees. Without further ado, let's explore the future changes in L&D and how they can shape the 70-20-10 model.
What does the future contain the 70-20-10 model in distance learning?
Learning fueled by AI
AI platforms change learning by personalizing it. How? Instead of sitting through unrelevant courses, AI analyzes your skills, interests and progress to recommend content that is really useful to you. For example, there are chatbots powered by AI which act like tutors. They provide real -time comments, answer your questions and even offer practice activities. You can also find it as an adaptive learning. Basically, this means that the system creates a learning plan based on your performance. If you have trouble with a concept, it offers more resources. If you are really gifted in something, it continues with more difficult equipment. With AI, you can improve the 3 aspects of the 70-20-10 model, which makes distance learning more interactive and significant.
Virtual and augmented reality
Thanks to virtual reality (VR) and augmented reality (AR), distance learning has completely changed for good. These technologies allow employees to act actively in realistic practical experiences. With VR, you are placed in a completely immersive digital environment, whether it is a virtual hospital, a factory or a customer service scenario. AR, on the other hand, superimposes digital elements in the real world, allowing you to interact with virtual guides, instructions or even troubleshooting aid. This is extremely useful for 70% of the model, which is experiential learning, as well as 20%, learning others. Indeed, VR and AR allow you not only to practice what you learn, but also to do it in a collaborative environment, to learn with others and to share experiences and ideas.
Microlearning and learning on demand
Microlearning has become very popular because it offers employees short lessons designed to adapt even to the busiest schedules. Therefore, remote workers can acquire new skills in five to ten minutes throughout their day and take advantage of the flexibility of not having to sit on expected courses. This approach to attend lessons whenever you feel like you are also called on demand learning. For remote workers, this means that professional development becomes a natural and natural part of the day. Whether they do it during a break or during lunch, learning is now more flexible and practical than ever. This is excellent news for the 10% model of the 70-20-10 model, which is a traditional learning, because it now becomes more interesting and is less like a chore.
Lifelong learning
Regarding skills, what is relevant today is perhaps not tomorrow, and professionals who do not continue to learn are at risk of late in their careers. This is why lifelong learning is important. The roles of use change, in particular with automation and AI, and companies must always adapt to new tools, software and ways of working. It means that reversal And reskilling is essential to remain competitive. Distance learning is the perfect solution to this, especially if this is done in a engaging way, following the 70-20-10 model. This makes it more efficient and interesting, which facilitates the practice of practice employees.
Autonomous learning
One of the greatest changes in distance learning is autonomous learning, where employees take care of their own growth. After all, workers around the world have endless opportunities to learn at their own pace and according to their own conditions. For example, for 70%, they can view tutorials, explore software by themselves or actively undertake new projects. Similarly, for the 20%, they can join the learning communities and interact with other learners, share experiences, ask questions and exchange resources. Or, they can collaborate with their peers and learn from each other. Finally, for 10%, they can choose a more structured approach, set goals and choose courses that interest them.
How to adapt the 70-20-10 model for future changes
Do remote and hybrid work becoming so popular and all these new technologies shaking L&D, are the percentages of the 70-20-10 model relevant for the future? The short answer is yes, but with a little adjustment. Traditionally, 70% of learning comes from practical experience, 20% of social interactions and 10% of formal training. But things have changed. For example, distant employees acquire new skills via Elearning, so the “70%” seems different. Social learning has also transformed, because this now occurs through online communities, chat conversations and social media groups. Even the 10% has changed, because traditional learning is no longer as traditional. Remote workers have turned to resources such as microlearningTutorials, webinaries and learning platforms fed by AI to acquire new knowledge. Thus, instead of blindly monitoring rule 70-20-10, organizations should adopt a more flexible approach. The secret is not to keep the exact percentages; It is a question of ensuring that employees obtain the right amount of experiential, social and formal learning in a way that prepares them for the future and which are relevant to their objectives.
Conclusion
Learning is a permanent process. Especially since technology changes all the time, keeping your adaptable approaches is the key. New technological trends facilitate the learning of new skills, but it's up to you to have your learning path. You don't have to wait for formal training. Instead, adapt the 70-20-10 model for the future, experience and ask questions. More importantly, however, be open to change, because it is the only safe thing that happens in the L&D world.
