Is there still a place for the 70:20:10 Principle?
For over two decades, the 70:20:10 principle has been a key influencer of learning and development strategies.
But is this principle still relevant in today's fast-paced, technology-driven world? Or has it become an outdated concept that no longer reflects the complexities of modern learning?
As we focus this month on Learning at Work, it seems only right to explore some of the ideas that inform and influence the L&D world, starting with the 70:20:10 principle. For us as coaches, the fact that there is a significant element of the model within which coaching sits, requires us to understand and also question how effective the model is at explaining workplace learning.
This framework suggests that:
70% of learning occurs through on-the-job experiences and informal interactions with others
20% of learning comes from social interactions, such as coaching, mentoring, and peer-to-peer learning
10% of learning is formal, structured training, such as workshops, courses, and conferences.
I feel the appeal of the 70:20:10 model lies in its apparent simplicity combined with an instinctive alignment that many have with the numbers:
“I spend most of my time ‘on-the-job’, so it makes sense I do most of my learning there”.
“I’ve done structured training before, but I didn’t get a massive amount out of it…. 10% sounds about right”.
This connection, and the ease with which you can explain the concept and the numbers, can be both a strength and a weakness. Inevitably there are a number of criticisms of the principle.
A Lack of Empirical Evidence
One of the primary criticisms of the 70:20:10 principle is that it's based on limited research and lacks empirical evidence to support its claims. The original study that led to the development of this framework was conducted by Morgan McCall, Michael Lombardo and Robert Eichinger in the 1990s, and it involved a relatively small sample size of less than 200 executives. Since then, there have been few attempts to replicate or validate these findings, leaving many to question the principle's validity.
Oversimplification of Complex Learning Processes
Another concern is that the 70:20:10 principle oversimplifies the complex processes involved in learning and development. Learning is a highly individualised and context-dependent process, influenced by a multitude of factors such as prior knowledge, motivation, and cognitive ability. Reducing this complexity to a simple ratio of 70:20:10 ignores the nuances of human learning and may lead to ineffective L&D strategies.
The Role of Formal Training
Proponents of the 70:20:10 principle often argue that formal training is less effective than on-the-job experiences or social interactions. However, this perspective neglects the importance of foundation knowledge and skills that can only be acquired through structured learning programs. In many industries, such as healthcare or finance, formal training is essential for ensuring compliance with regulations and maintaining high standards of practice.
The Impact of Technology on Learning
The rise of digital technologies has transformed the way we learn and interact with information. Online courses, MOOCs (Massive Open Online Courses), social media platforms and now the emergence of AI, have made it possible for learners to access a vast array of resources and connect with others across the globe. However, the 70:20:10 principle does not account for these changes, which have significantly altered the learning landscape.
A More Nuanced Approach to Learning
So, what's the alternative to the 70:20:10 principle? Rather than relying on a simplistic ratio, L&D professionals are more and more looking to adopt a more nuanced approach that takes into account the diverse needs and preferences of modern learners. This might involve:
Personalised learning pathways: tailoring learning experiences to individual needs and goals
Blended learning: combining formal training with on-the-job experiences and social interactions
Microlearning: breaking down complex topics into bite-sized chunks that can be easily digested
Social learning platforms: leveraging digital technologies to facilitate collaboration, knowledge-sharing, and community-building
AI: the fast expanding influence of AI will create any number of new possibilities to develop innovative learning programmes and experiences
Where does this leave 70:20:10?
The 70:20:10 principle has been a influential guideline in L&D for many years, but its validity is increasingly being called into question. As our understanding of human learning evolves, it's time to rethink this framework and develop more effective strategies that reflect the complexities of modern learning.
If we take what’s valid from the principle, the idea of varied learning opportunities and focus, and instead work towards a more nuanced approach, we can create L&D programs that truly support the needs of learners in the 21st century.
Our work as coaches, when viewed through the lens of 70:20:10, tends to be seen as part of the ‘social learning’ element. Whilst that makes sense, we can see the role for coaching increasing significantly over the coming years, and know that coaching will be a valuable tool as HR and L&D teams continue to explore the most up-to-date ways of enabling their organisations to continue to learn and grow.