Supporting 70 20 10 Learning in a Corporate Environment
The 70 20 10 model is an approach to learning and development that places significant focus on on-the-job learning. This model states that 70% of learning in the workplace should be achieved by doing; 20% takes place through engaging with co-workers, managers or mentors; and 10% of learning takes place in a formal, structured environment.
It’s a holistic approach that allows your employees to learn in a number of different ways depending on their needs. There are several benefits to implementing it; it’s extremely flexible, it encourages managers to get involved in developing their teams, and it encourages a culture of collaboration among coworkers.
This is an integrated approach that gives companies the best of every world; it allows your organization to take advantage of eLearning without losing the human touch.
How to support 70 20 10 learning
Learn by doing 70% of the time
It might seem like 70% is a lot of learning to do alone, but remember practice makes perfect. Your employee might learn a new skill in a one day training session and then spend weeks perfecting it at their desk. People learn more quickly and gain more confidence in their abilities when they try things for ourselves rather than simply watching others do them. This type of learning is typically self-directed, and it encourages autonomy.
Companies can foster a culture of learning by encouraging employees to address challenges as they arise – without getting out of their depth. An open culture where it’s okay to ask questions, and businesses give their team members plenty of time to get to grips with new information or skills and practice them.
Train with colleagues 20% of the time
With 20% of learning being social through interactions with coworkers and managers, it gives your learners the space to collaborate and ask questions. It’s especially important for when your team members are learning new skills and taking on responsibilities they haven’t tackled before.
This type of training can be formal or informal; it can be as simple as asking a peer for help with a problem at their desk, or it could be a weekly meeting with a manager where they formally mentor.
We’ve seen organizations successfully promote social learning in a few ways. First, is a buddy system for new employees. They’re paired with a peer who can educate them on how the company works and provide valuable background information.
A formal mentoring program between managers and learners is beneficial to both parties. Your learners get valuable time with senior members of the organization who can help to accelerate their careers, while managers get to practice soft skills and develop up and coming talent.
Another step companies can take to nurture collaboration at all levels is to bond teammates and discourage competition. For example, a Sales team that works towards a common target that pools their commission has more incentive to collaborate than a team with individual targets and individual commission.
Get back to conventional learning 10% of the time
Finally, the 10% of learning that takes place formally is the easiest to monitor, measure, and manage. It can take place in-person or online through a learning management system. For some organizations, it’s necessary to do formal training more than 10% of the time – take this as a guideline and not a hard rule.
Your company can support face-to-face sessions by scheduling relevant training regularly and making it accessible to everyone who needs it. You can support online training, the more scalable option for growing businesses, by selecting the right LMS for your company.
Bringing it all together
Creating a culture of learning is crucial to the success of the 70 20 10 model. All employees, from senior management down to graduates should understand why learning is a priority for your business. We always recommend that your employees know that being actively involved in creating this culture leads to positive performance reviews and opportunities for professional development.
Training on many topics will involve combining all three types of learning. For example, you could offer a webinar on a particular topic, then a face-to-face session with a manager, and finally get your learner to complete an exam to test the knowledge they’ve gained. The most successful organizations focus on incorporating all three ways of learning to create a holistic, impactful learning culture for their business.