Examining the 70/20/10 model for L&D professionals

In an era of rapid technological advancements and shifting business landscapes, organisations must prioritise learning and development (L&D) to maintain a competitive edge.

One of the most effective approaches to structuring L&D programmes is the 70/20/10 model, a widely recognised framework that emphasises experiential learning, social interactions, and formal education. By understanding and implementing this model, L&D professionals can create well-rounded, impactful learning experiences that drive skill development, knowledge retention, and business performance.

Understanding the 70/20/10 model

The 70/20/10 model suggests that learning is most effective when divided into three categories: 70% experiential learning, 20% social learning, and 10% formal education. This structure acknowledges that the majority of learning occurs through experience: solving problems, leading projects, and adapting to challenges in real time. Social learning plays a significant role as well, with employees gaining knowledge through interactions with colleagues, mentors, and industry peers. Lastly, while formal education is essential for foundational knowledge, it is most effective when reinforced through experience and collaboration.

Experiential learning (70%) – Learning by doing

The majority of professional development happens through experience: performing tasks, solving problems, and applying knowledge in real-world scenarios. This hands-on approach fosters adaptability, decision-making skills, and problem-solving abilities that traditional classroom learning alone cannot provide.

To capitalise on the benefits of experiential learning, L&D professionals should design and offer on-the-job training programmes that allow employees to immediately apply their skills in practical settings. Encouraging stretch assignments, real-world simulations, and continuous feedback loops further reinforces learning.

Social learning (20%) – Learning through others

Approximately 20% of learning is gained through interactions with others, whether through mentorship, coaching, networking, or collaborative work. Through social learning, employees can share knowledge, seek advice, and learn from the experiences of colleagues.

L&D professionals can enhance this aspect by implementing mentorship programmes that pair experienced employees with newer hires, fostering peer-learning networks, and organising interactive workshops and team-based problem-solving activities. These social interactions create a supportive culture that encourages continuous professional growth.

Formal education (10%) – Structured learning

Traditional training, including courses and certifications, provides a structured foundation for learning. However, the 10% allocation in the model suggests that formal education should supplement, rather than dominate, an L&D strategy.

To optimise formal training, organisations should focus on personalised learning pathways that align with both business needs and employees' career aspirations. A blended approach, which combines multiple study methods can help to increase learner engagement. At ILX, our blended courses combine eLearning with live virtual or in-person classroom training. Ensuring our learners have the opportunity to take their time to digest the theoretical knowledge before working with our trainers to enhance their practical application. Integrating microlearning techniques, where employees consume short and focused learning materials, also improves knowledge retention and helps fit training into busy work schedules.

Why does the 70/20/10 model work?

This model is effective because it aligns with how people naturally learn. Instead of relying solely on traditional, formal training, it incorporates continuous learning within daily work and social interactions. By prioritising experiential and social learning, businesses create more dynamic learning environments that lead to higher engagement, better knowledge retention, and stronger collaboration.

Employees feel more empowered when they can immediately apply skills, work with mentors, and receive real-time feedback. This approach also develops adaptability, a crucial skill in an ever-evolving business landscape.

Implementing the 70/20/10 model in L&D programmes

To fully integrate the 70/20/10 model, it’s important to take a strategic and tailored approach.

Assess your organisation’s L&D needs

The first step is to assess your organisation’s needs and skill gaps. Conducting competency assessments helps determine which skills employees need to develop, ensuring that L&D programmes are aligned with business objectives.

Build a culture of learning

Building a learning culture is equally important. Employees should be encouraged to view learning as a continuous process rather than a one-time event. Recognising and rewarding employees who take initiative in their professional development creates motivation and engagement.

Make use of blended learning approaches

To enhance learning outcomes, blending different learning approaches is key. A combination of formal education, mentorship programmes, hands-on projects, and digital learning creates a comprehensive and flexible L&D strategy. Technology plays a crucial role in facilitating this integration. Online learning platforms, and training partners like ILX support formal education, collaboration tools enhance social learning, and personalised learning experiences help employees develop skills in real time.

Track and measure impact

Finally, measuring the impact of learning programmes is essential for ongoing improvement. Tracking employee engagement, learning outcomes, and business performance ensures that L&D initiatives remain relevant and effective. Gathering feedback through surveys, assessments, and performance reviews helps refine the approach over time.

Where do I start?

For L&D professionals, leveraging the right mix of experiential, social, and formal learning is key to maximising impact and driving long-term success. Get in touch to discover how ILX could work with you to develop a tailored learning solution that blends study methods and addresses your organisation’s needs.