The 70-20-10 Model for Development is a widely-adopted guideline or framework in corporate learning and development (L&D) that describes the proportional sources of how people learn and develop most effectively.
It suggests that development comes from three main sources:
| Percentage | Source of Learning | Description |
| 70% | Experiential Learning (On-the-Job) | Learning from challenging experiences and assignments. This includes daily tasks, problem-solving, “stretch” assignments, job rotations, and learning from mistakes. This is the “learning by doing” component. |
| 20% | Social Learning (From Others) | Learning from developmental relationships and interactions. This includes coaching, mentoring, feedback, collaboration with peers, and observing role models. |
| 10% | Formal Learning (Courses & Training) | Learning from structured, formal interventions. This includes classroom training, workshops, e-learning courses, and reading materials. |
Key Takeaways
- Focus on Experience: The model emphasizes that the bulk of learning (70%) occurs through direct, real-world experience and applying knowledge on the job.
- Social Reinforcement: Relationships (20%) are vital for providing context, feedback, and accelerating skill application.
- Foundation: Formal training (10%) provides the foundational knowledge, theories, and skills that are then reinforced and refined through experience and interaction.
- Not a Rigid Rule: It’s important to note that the numbers are not meant to be exact, scientifically-proven percentages, but rather a reference model or a guideline to encourage L&D professionals to prioritize experiential and social learning methods over a sole reliance on formal training.
Conclusions
The 70-20-10 model is more than just a theoretical framework; it offers practical conclusions for how organizations should design and execute their learning and development strategies.
1. Strategic Shift in L&D Focus
The most significant conclusion is the need for L&D departments to shift their primary focus away from simply delivering courses (the 10%) toward facilitating and integrating learning into the daily work environment (the 70% and 20%).
- Conclusion: Organizations must intentionally design challenging job assignments, projects, and rotations to maximize the 70% of learning. This requires strong support from line managers.
2. The Critical Role of Management
The model highlights that the vast majority of learning success rests on the shoulders of line managers and supervisors.
- Conclusion: Managers must transition from task-givers to coaches and mentors (the 20%). They are responsible for providing timely feedback, creating “stretch” opportunities, and ensuring employees reflect on and learn from their mistakes.
3. Formal Learning (10%) as a Catalyst
While the smallest percentage, the 10% of formal learning is crucial, but its purpose is defined differently within the model.
- Conclusion: Formal training is best used to introduce core concepts, frameworks, and foundational skills that are immediately needed for the 70%. It should be concise and highly relevant, acting as a springboard for experiential practice, rather than the primary method of skill mastery.
4. Emphasis on Context and Continuous Learning
The model reinforces that learning is not an event, but a continuous process integrated into the flow of work.
- Conclusion: Effective development is highly contextual. The most powerful learning happens when individuals apply new knowledge (from the 10%) and get feedback (from the 20%) while tackling real, complex problems (the 70%). This makes learning relevant, sticky, and immediately valuable to the business.
In Summary
The ultimate conclusion of the 70-20-10 model is that learning is fundamentally driven by experience and supported by relationships. For true professional growth, organizations must strategically balance these three elements, with the heaviest investment in the quality and challenge of the work itself.