Maximizing Learning: Understanding the 70 20 10 Principle

Maximizing Learning: Understanding the 70 20 10 Principle

Every individual aspires to become better at their respective jobs or cultivate new skills to advance their careers. But it can be challenging to understand the most effective way to learn and retain information. That’s where the 70 20 10 principle comes in.

The 70:20:10 principle, also known as the 3E Model, suggests that the most effective way to learn is to allocate 70% of your time to on-the-job training, 20% to social or collaborative learning, and 10% to formal training. It’s a widely accepted principle in the field of corporate training and employee development. Let’s explore each component of the principle in more detail.

The 70%: On-the-Job Training

On-the-job training is the most crucial aspect of the 70 20 10 principle. This type of training involves learning while working, experiencing different situations, and experimenting with various approaches. Think of it like learning by doing. This type of learning provides hands-on experience and allows individuals to develop practical skills that are applicable in their job roles. On-the-job training is an excellent way to learn from mistakes while working on real projects and tasks.

Organizations can facilitate on-the-job training by providing stretch assignments, job rotations, apprenticeships, and shadowing experiences. Such experiences empower individuals to learn from their direct involvement in workplace activities, develop problem-solving skills, and expand their knowledge base.

The 20%: Social or Collaborative Learning

Social learning is all about people learning from other people. People learn by collaborating, sharing experiences, mentoring, and exchanging ideas. This type of learning usually occurs in a formal or informal setting where employees interact with colleagues, peers, or mentors. Social learning is a natural process where individuals learn by observing others, receiving feedback, and reflecting on their actions.

Organizations can foster social learning by creating an environment that encourages knowledge sharing, collaboration, and teamwork. Leaders can also facilitate and encourage mentoring relationships between experienced employees and those who are new to the organization.

The 10%: Formal Training

Formal training is the traditional classroom or e-learning environment where individuals undergo structured learning. This type of learning can be effective and necessary, but it’s also the least fun and engaging. Formal training includes workshops, seminars, courses, and certifications. It’s often the first choice in corporate learning programs, but it’s important to note that it’s only a small part of the learning process.

Organizations should use formal training as a supplement to informal learning approaches like on-the-job training and social learning. When formal training is provided, it should be engaging, relevant, and tailored to the specific needs of the employees.

Conclusion

The 70 20 10 principle provides an effective framework for learning and development in the workplace. It encourages a blended approach to learning that includes on-the-job training, social learning, and formal training. The principle is not only applicable to individuals but also useful for organizations looking to develop their employees’ skills and knowledge. By embracing the 70 20 10 principle, individuals can maximize their learning potential, enhance their job performance, and achieve their career goals.