What is the 70-20-10 model of L&D?
Have you ever taken a course and spent weeks or months to study only to realize that few of this information can be used in real life? Indeed, traditional learning, often forcing people to sit in a classroom or watching a video conference, is not always enough. He gives us knowledge but does not always help us apply it. This is where the 70-20-10 model of learning and development (L&D) helps, in particular for remote workers. It is a learning approach that allows learners to acquire skills in a significant way and applicable to real life. The best part of this is that it is completely aligned with the way we naturally learn, which brings out other learning theories.
How does that do it? Instead of focusing on formal education, it emphasizes learning by doing and learning others. Basically, the 70-20-10 model of L&D claims that we learn the best 70% of the experience, which really involves working, solving problems and experimenting; 20% of social interactions through mentors, comments and conversations with others; And 10% of formal education, which means courses, workshops and training. This makes learners more active to participate in their growth journey, which ultimately helps them to acquire skills faster, to maintain knowledge longer and to become more adaptable in all role, industry or the challenge they face.
This model was based on an investigation carried out in 1996 asking nearly 200 executives to point out how they thought they learned. (1) Most of them replied that they did it from practical experience rather than traditional education. Since then, it has been widely used by companies and instructors of all industries to develop skills that really stick. Below, we decompose the concept of the 70-20-10 model of L&D and will see why it is relevant and even necessary for remote work.
Key components of the 70-20-10 model of L&D
70% learning by doing
When we think of the greatest lessons we learned in life, they probably did not read a manual or sit at a conference. They had just done something, making mistakes and finally understanding things by ourselves. This is exactly why, depending on the model, 70% of our learning occurs thanks to a practical experience. Whether at work, at school or even in everyday life, the best way to really understand something is to experience it yourself.
Why does it work, however? When people learn by doing, their brain works more deeply on the concept. Learners must solve real problems, face challenges, adapt and think critically. And all these skills cannot be improved simply by reading about them. Of course, errors do not occur. But experiential learning considers them as lessons, because each time someone fails, they know better next time and get closer to develop their skills. Thus, the key to a successful experiential learning experience is to encourage learners to take up new challenges and difficult tasks that will force them to use their problem solving skills and apply them in similar situations in the future.
20% learning others
Have you ever had a conversation that has completely changed your point of view? Perhaps advice from a colleague who facilitated your work or a comment from a mentor who helped you get better. That's why social learning is important and occupies 20% of the 70-20-10 model. Learning is closely linked to the groups to which we belong. We acquire knowledge faster when we listen, ask questions and exchange ideas with others. This could be done through formal mentoring programs, occasional discussions between peers or even comments from a manager.
Social learning helps learners to develop more quickly because it gives them real information from people with real experiences, which often cannot be found in textbooks or courses. For example, a experienced colleague who has been in your industry for years can share secrets and lessons that you would not find in a training manual. Then, social learning is a feedback center, which makes you better and better. Without forgetting that this is a networking source, because conversations can lead to employment or collaboration opportunities.
10% formal learning
Although sometimes dull and formal, such as courses, training programs, books and workshops, gives us the foundations we need. He teaches us about industry standards, best practices and fundamental theories. For example, doctors cannot simply “learn by doing” without first understanding anatomy. And marketing specialists must really study case studies and strategies to make better decisions. This is why the 70-20-10 model of L&D includes it in its 10%.
However, knowledge is not sufficient. The courses and books do not make someone a pro if they are not combined with real application (70%) and social interaction (20%). Formal learning is the guide to a skill, but real competence comes from the work really and to obtain comments on this subject.
Why is it necessary when you work remotely?
Remote work remotely
As distant and hybrid work environments become more popular, it is logical that traditional business training methods, such as workshops in person and integration sessions, are not adapted to a virtual framework. Where does the 70-20-10 model from L&D arrive? When you work remotely, most of your learning does not come from lessons or training but to do the work (70%). You discover things by experimenting and adapting to new tools, processes and responsibilities.
But that does not mean that you are alone. Learning from others (20%) is just as important. Whether through online mentoring programs, loose conversations or team meetings, social learning is still occurring. And then there is classic and structured training (10%). These are online courses, webinaries and certifications that help skill gaps. Although formal learning is precious, count too much can be an error, especially in a distant environment where commitment can be lower if learning is too formal or out of words for real work.
Employee engagement assistance
Working remotely has its advantages, such as avoiding long journeys, wear comfortable clothes and organize your schedule and day as you wish. However, with regard to learning and development, it may be difficult to remain engaged without conversations, training sessions in person or to look and learn from others naturally. The 70-20-10 model emphasizes learning through experience and interactions, even in a virtual framework.
70% experiential learning occurs with daily tasks and new challenges and projects that really help you develop your skills. Meanwhile, 20% social learning allows you to connect with others thanks to team brainstorming sessions via zoom or by asking colleagues how they manage a specific problem. And, of course, 10% formal learning is still there to get advice, but it is improved with an application of the real world, which makes it much more effective.
Encourages learning at your own pace in distant teams
One of the best things about remote work is flexibility. But it also means that learning is in your hands. Fortunately, the 70-20-10 model helps this by encouraging rhythm learning that really fits into your schedule. Since 70% of learning occurs through experience, this means that you learn new skills simply by doing your job. Then there are the 20%, where learning occurs online, helping you grow at your own pace. Finally, 10% of formal learning, such as courses, webinaries and training, allows you to acquire relevant knowledge for your needs and interests. With a distance work, you can choose when and how you learn, so when you combine it with the 70-20-10 model of L&D, you get the perfect Rhythm learning journey.
Conclusion
What part of the information we gain from traditional learning do we remember and do we really apply? The truth is that real learning occurs when we do work, let's talk to others and get advice. This is exactly why the 70-20-10 model works so well. The key to apply it in distant parameters is to make it intentional and integrate it into your daily life.
