70-20-10 model
A rule of thumb about the split between learning on the job, from each other and through training
The 70-20-10 model holds that most learning in organisations happens during the work itself, a smaller part through colleagues and coaching, and a limited part through formal training. The figures come from research among managers and are meant as a rule of thumb, not as a measurement.
It explains why an organisation investing only in courses sees little in return. If most learning happens on the work floor, the question is not only what you offer but also how you support that workplace learning.
In practice this means whoever guides the new colleague has more influence on the result than any module. Yet those guides rarely get instruction in guiding. Investing in them, and in support that is available at the moment of execution, takes hold of the seventy and the twenty rather than only the ten.
Are those proportions exactly right?
Does this mean formal training is unimportant?
How do you support learning at the workplace?
Want to apply 70-20-10 model in your own training programme?
We are happy to think along about the approach that fits your installation, your audience and your timeline.
Milan
Business development, STARK Learning