The 70-20-10 Model in Corporate Learning & Development

Hello, EdTech Türkiye Readers!

Are you looking for an effective and flexible learning model to develop employee skills within your organization?

If so, the 70-20-10 model is exactly what you need!

This model, which integrates on-the-job experiences, peer collaboration, and formal education, makes learning more natural, effective, and sustainable. Let’s explore this model together and see how you can maximize its impact on your workforce.

What is the 70-20-10 Model?

The 70-20-10 learning model divides employee development into three key areas:

✅ 70% Experiential Learning: Learning through on-the-job experiences and daily tasks.
✅ 20% Social Learning: Learning through collaborations, mentorship, and peer interactions.
✅ 10% Formal Learning: Structured training programs, courses, and workshops.

The main goal of this model is to seamlessly integrate learning into daily workflows, allowing employees to naturally acquire skills and knowledge.

The Difference Between Formal & Informal Learning

1. Formal Learning (Structured Training)

Formal learning follows a planned and structured approach, designed to equip employees with specific knowledge and skills.

Examples of formal learning:

• Onboarding programs for new employees
• Certification courses
• Online modules & LMS-based training
• Workshops and seminars

2. Informal Learning (Spontaneous Training)

Informal learning is unstructured and happens organically during work. Employees acquire knowledge naturally by engaging in daily tasks and peer interactions.

Examples of informal learning:

• Learning through real-world job experiences
• Getting advice from colleagues
• Engaging in professional communities (e.g., LinkedIn groups)
• Receiving on-the-job guidance & using simulations

The Three Phases of the 70-20-10 Model

1. 70% Experiential Learning (Learning by Doing)

Experiential learning happens while performing daily job tasks and solving real-world problems.

Examples:
✅ Learning through day-to-day responsibilities
✅ Improving through trial & error
✅ Receiving immediate feedback
✅ Using real-time guidance tools & simulations

2. 20% Social Learning (Learning from Others)

Social learning is collaborative and enables employees to develop skills through mentorship and teamwork.

Examples:
✅ Mentorship programs
✅ Team collaboration on projects
✅ Knowledge sharing among colleagues

3. 10% Formal Learning (Structured Training)

Formal learning strengthens foundational knowledge and offers employees organized training programs.

Examples:
✅ Certification programs
✅ Online and in-person workshops
✅ Corporate training courses

Why Should Organizations Use the 70-20-10 Model?

✅ Encourages Active Learning: Employees take control of their own learning processes, increasing engagement.
✅ Real-World Learning Approach: Employees acquire practical skills that can be immediately applied to their jobs.
✅ Improves Knowledge Retention: Social and experiential learning improves long-term knowledge retention.
✅ Boosts Productivity & Efficiency: Learning happens without disrupting work processes.

Challenges & Criticisms of the 70-20-10 Model

Despite its effectiveness, the 70-20-10 model also has some criticisms:

• Lack of Concrete Data: The exact ratios may not apply to every organization.
• Overemphasis on Informal Learning: May downplay the importance of formal training.
• Difficult to Measure: Informal learning can be challenging to track and evaluate.

These challenges can be overcome with careful planning and customized implementation.

How to Implement the 70-20-10 Model

Step 1: Identify Learning Needs

Assess skill gaps and define the key competencies required for employee growth.

Step 2: Evaluate Learning Resources

Analyze your organization’s existing training programs and informal learning opportunities.

Step 3: Set Clear Goals

Define how this model will add value to your company’s learning strategy.

Step 4: Develop an Effective Strategy

• For 70% Experiential Learning: Implement job simulations & real-time coaching.
• For 20% Social Learning: Encourage collaborative projects & mentorship.
• For 10% Formal Learning: Provide certifications, courses & workshops.

The Future of Workplace Learning

The 70-20-10 model is revolutionizing how employees gain knowledge and develop skills. When implemented correctly, it enhances individual and organizational success.

At EdTech Türkiye, we are here to help organizations adopt this model effectively. Share your experiences with us and contribute to Turkey’s growing education technology ecosystem. Let’s learn and grow together!

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