What is the 70-20-10 Model?

The 70 20 10 model for learning and development originated from research conducted by the Center for Creative Leadership (CCL) in the 1980s. The model was then popularised by Morgan McCall, Robert Eichinger, and Michael Lombardo in their book "The Career Architect Development Planner," published in 1996. The authors observed that people learn successfully using three key methods. They coined the term "70-20-10" to represent the approximate proportions of these different learning methods. 

The 70-20-10 model suggests that skills and knowledge are acquired as follows: 

Experiential learning (70%): This type of learning occurs through hands-on experience, such as on-the-job training, project-based learning, and job rotations. 

Social learning (20%): This type of learning occurs through interactions with others, such as mentoring, coaching, and informal collaboration. 

Formal learning (10%): This type of learning occurs through traditional training methods, such as classroom instruction, e-learning, and webinars. 

It's worth noting that the model is not a rigid formula but rather a guideline to encourage a balance of different learning approaches and the exact percentages may vary depending on your context, industry, or individual learning needs.  

The model's flexibility allows you to adapt and customise your learning initiatives to meet your specific requirements while embracing the core principles of experiential, social, and formal learning. 

You can read more about the 70-20-10 model here