The 70-20-10 development approach is a popular career development model that is widely used in the world of learning and development. It is a framework that provides guidance on how to structure employee training and development activities to maximize the effectiveness of the learning experience. In this article, we will explore what the 70-20-10 approach is, how it works, and its benefits for individuals and organizations.

‘Challenging assignments—also called stretch assignments— are at the heart of experience-driven development.’

The landmark study by the Centre for Creative Leadership (CCL) showed how powerful the 70-20-10 model is in accelerating career development. Stating that challenging assignments put individuals in new or uncertain situations where they must take action, see the outcomes, and refine their approach to be more successful. Over time, these cycles of action and adjustment build new skill sets and deepen expertise. Challenging assignments typically have one or more of these elements: facing unfamiliar or broader responsibilities, creating change, influencing across organizational boundaries, and working with diverse sets of people.

What is the 70-20-10 development approach?

The 70-20-10 development approach was developed in the 1980s by researchers at the Center for Creative Leadership. The approach is based on the idea that individuals learn best through a combination of different types of experiences. Specifically, the 70-20-10 approach suggests that:

• 70% of learning should come from on-the-job experiences.

• 20% of learning should come from interactions with others (such as coaching, mentoring, and feedback)

• 10% of learning should come from formal training programs (such as workshops and seminars)

This framework is not a rigid rule, but rather a guideline that can be tailored to fit the needs of individual learners and organizations. However, the underlying principle remains the same: learning is most effective when it is integrated into daily work activities and supported by interactions with others.

How does the 70-20-10 development approach work?

The 70-20-10 development approach is designed to create a holistic learning experience that combines different types of learning activities. Here's how it works:

On-the-job learning (70%)

The majority of learning should come from on-the-job experiences. This can include activities such as job shadowing, stretch assignments, and project work. The idea is to provide learners with opportunities to apply new skills and knowledge in real-world situations, which can deepen their understanding and help them develop new insights.

Interactions with others (20%)

Interactions with others can be a powerful source of learning. This can include coaching, mentoring, feedback, and peer-to-peer learning. The idea is to create a supportive learning environment where individuals can share their experiences and learn from others.

Formal training programs (10%)

Formal training programs should be used to provide foundational knowledge and skills. This can include workshops, seminars, and online courses. The idea is to provide learners with a structured learning experience that complements their on-the-job learning and interactions with others.

What are the benefits of the 70-20-10 development approach?

The 70-20-10 development approach offers several benefits for both individuals and organizations. Here are some of the key advantages:

1. Improved learning outcomes

By combining different types of learning activities, the 70-20-10 approach can create a more comprehensive and effective learning experience. This can help individuals develop new skills and knowledge more quickly and with greater depth.

2. Greater engagement

The 70-20-10 approach can create a more engaging learning experience by providing learners with opportunities to apply new skills and knowledge in real-world situations. This can make the learning experience more meaningful and relevant, which can help to motivate individuals to learn.

3. Improved retention

By providing learners with multiple opportunities to apply new skills and knowledge, the 70-20-10 approach can help to improve retention. This can help individuals to remember what they have learned and apply it to future situations.

4. Increased collaboration

The 70-20-10 approach can help to foster collaboration and knowledge-sharing within an organization. By providing opportunities for individuals to interact with others, the approach can help to break down silos and encourage cross-functional collaboration.

5. Better alignment with organizational goals

The 70-20-10 approach can help to ensure that learning and development activities are aligned with organizational goals. By focusing on the-job learning, interactions with others, and formal training programs, the approach can help individuals develop the skills and knowledge needed to achieve organizational objectives.

The 70-20-10 development approach is a powerful framework for learning and development. By combining on-the-job learning, interactions with others, and formal training programs, the approach can create a comprehensive and effective learning experience. The approach offers several benefits for individuals and organizations, including improved learning outcomes, greater engagement, improved retention, increased collaboration, and better alignment with organizational goals. By adopting the 70-20-10 approach, organizations can help individuals develop the skills and knowledge needed to succeed in today's fast-paced and ever-changing business environment.

If you are serious about exponential growth of your career, begin implementing the methodology today. You can do this with or without formal support from your Line Manager, but having someone (mentor, coach, manager or colleague) to hold you accountable to your actions will significantly increase your chance of success.

Supporting you on your journey to career greatness!