Why I like 70:20:10 - The systems thinking and training blog - Bryan Hopkins

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Why I like 70:20:10

Published by in Informal learning ·
I have just finished reading the report "70+20+10=100: The Evidence Behind The Numbers", produced by Charles Jennings and Towards Maturity. A most interesting and worthwhile read.

For clarity, the 70:20:10 model refers to an observation that 70% of what people learn comes from real life and on-the-job experience, 20% from working with other people and 10% from formal training. These figures came from observations on leadership in a largely male target group, and, as the report acknowledges, different figures have been derived for female groups. Other research, not referred to in the report, discusses how 80% of what people learn comes from 'informal' means.

So there is some disagreement about the numbers, but this is largely because of the difficulties of actually defining what these categories of learning mean: what is the difference between 'on-the-job experience' and 'working with others'. What exactly is 'informal' learning?

But really, the numbers are not important. Why 70:20:10 is such a useful concept is that it provides a simple model around which people can conceptualise the importance of integrating formal and informal learning, which is something which the training industry has struggled with for many years. As the report says, its value is in helping people to realise that learning is a complex, multi-faceted activity, but that taking steps to facilitate non-formal learning opportunities and integrating them with formal training can bring rich rewards to organisations.

As I read the report I felt a strong sense of vindication that my own systems-based approach to analysing performance issues and developing training strategies is completely justified. Using a systems approach automatically means that we develop an understanding of each part of the 70:20:10 triad, about the dynamics of the workplace, how people work with each other and share information, what barriers and enablers may exist to implementing new knowledge and skills and so on. This can help us to design training which explicitly helps people to integrate their informal learning opportunities with training. Definitely a good thing!




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