70 20 10 Learning Model

The 70 20 10 learning model is distinguished by its three distinct components, each playing a crucial role in the learning process. We'll examine how experiential, social, and formal learning collectively form this comprehensive approach to development.

A. The 70% Component: Experiential Learning

Experiential learning, which forms the bulk of the 70 20 10 development plan, is about 'learning by doing.' It places learners in real-life tasks, challenges, and problem-solving scenarios. This approach is crucial for developing practical skills and applying knowledge in real-world situations. It's not just about doing the tasks, but also reflecting on these experiences to gain deeper insights and learning.

B. The 20% Component: Social Learning

Social learning, a critical aspect of the 70 20 10 learning rule, focuses on learning with and from others. This includes interactions, discussions, and feedback from peers, mentors, and coaches. It's about observing others, sharing experiences, and learning from the collective wisdom of a group or community. This component highlights the importance of a supportive and collaborative learning environment.

C. The 10% Component: Formal Learning

Formal learning, the smallest yet significant part of the 70 20 10 framework, involves structured, traditional educational settings. This includes workshops, seminars, courses, and online learning modules. It provides the foundational knowledge and theoretical underpinnings necessary to support the experiential and social components of learning. Formal learning ensures that learners have a solid base of understanding to build upon in their experiential and social learning.

The 70 20 10 learning model, while widely adopted for its innovative approach, invites a range of responses that highlight its strengths and areas of contention. Below we explore the key benefits and criticisms that have emerged around this model.

Benefits

• Holistic Approach: Integrates various learning methods, aligning with natural learning processes.
• Enhances Real-World Skills: Focuses on practical experiences for better skill application and retention.
• Encourages Continuous Learning: Promotes learning through daily work and interactions, fostering ongoing professional growth.
• Adaptability: Supports adaptability in rapidly changing work environments by emphasizing experiential learning.

Criticisms

• Limited Universal Applicability: This may only suit some learner types or learning environments, especially where structured learning is more effective.
• Questionable Ratio Precision: The specific 70/20/10 percentages may not be universally applicable across different roles and industries.
• Implementation Challenges: Requires appropriate resources and culture, lacking in some organizations, to support experiential and social learning.