2 myths about the 70-20-10 model
When discussing workplace learning, the 70-20-10 model often comes up. In a nutshell, this model suggests that 70% of professional learning happens on the job, 20% through feedback and coaching, and the remaining 10% from formal learning moments, such as live training or eLearning.
These figures come from a study by McCall, Lombardo, and Morrison, in which 200 managers reflected on their experiences. The study took place in 1988 and has been around for a while. As a result, various misunderstandings and myths have emerged. Let’s look at two important myths and debunk them.
Omitting formal learning
A common question when someone first hears about the model is: if 90% of learning occurs in an informal setting, why invest time, effort, and costs in entire curricula of formal learning moments? Assuming formal learning accounts for exactly 10% – and not 9 or 11% – the percentage does seem quite low. Let’s consider an example:
Within a company, there is a specific procedure for making a product. You might think, “Oh, employees will learn that from each other on the job.” But it’s probably much more efficient to first explain the process in a formal training session or eLearning. This way, you avoid a lot of trial and error and frustration.
In this example, the formal part of the learning process, in terms of time investment, is less than 10% of the total journey from beginner to expert in this production process. Yet, it is incredibly valuable. The amount of time says little about the value of a learning moment.
When it comes to workplace safety, you also cannot omit formal learning. Accidents are not learning moments. You need to formally inform employees to ensure tasks are performed safely.
70-20-10 model as a matrix for structuring learning interventions
It is sometimes thought that it is a good idea to structure learning and development based on the 70-20-10 model. Each formal learning moment should then have 9 informal learning moments. It is also often thought that 10% of the L&D budget should go to developing classroom sessions and eLearning, with the remaining 90% going to resources that facilitate workplace learning.
The 70-20-10 model is then taken too literally. This model is not a matrix for structuring your learning interventions, and the percentages are not prescribed values. You should see this model as a conclusion drawn about the learning process based on a group of people willing to participate in a study on professional education.
Don’t forget the other 90%
Remember where the 70-20-10 model comes from: a study of 200 managers in 1988. Maybe we shouldn’t take it too literally. One conclusion is that informal learning – the 90% of the model – is also important and should not be neglected. You can’t just conduct a training session and think your employees will figure it out on their own afterward. No, don’t ignore the 70% workplace learning and 20% feedback and coaching. Ensure materials are available in the workplace. Do this at the times and places where employees need them. Set up a performance management process where gathering feedback, learning from each other, and staying in conversation with your manager are central.