A Better Model for Learning: 3-to-1
My humble suggestion is that we replace the 70-20-10 model with something I call the 3-to-1 learning model. It's a simple, actionable model: for every one formal learning event, you should design and facilitate three on-the-job application exercises.
70-20-10 Is Good In Theory, But Nobody Does It
The 70-20-10 model is aspirational, but it's not being implemented. The Association for Talent Development concedes that on-the-job learning is difficult to track and measure.
Use the 55-25-20 model for learning and development.
This means that MOST learning – 55 percent – comes from hands-on experience while employees are actually doing their jobs. Another 25 percent comes from informal or social learning, such as coaching and collaborating with peers.
The 70-20-10 learning model is considered to be of greatest value as a general guideline for organizations seeking to maximize the effectiveness of their learning, and development programs through other activities and inputs. The model continues to be widely employed by organizations throughout the world.
It's an approach to budgeting that encourages setting aside 70% of your take-home pay for living expenses and discretionary purchases, 20% for savings and investments, and 10% for debt repayment or donations.
One of the primary benefits of the 70-20-10 learning model is its ability to enhance employee engagement and retention. When employees are given opportunities to learn through real-world experiences, they feel more connected to their work.
The research shows that: 70% of the learning happens on the job from real experiences. 20% of the learning happens through interactions and exchanges with colleagues or others. 10% of the learning happens through structured classroom training, education and formal learning methods.
21st century learning is the development of a highly valuable skill set for the future. 21st century skills are flagged as critical for the digital and evolving economy. Instead of specific subject knowledge, 21st century skills are ways of thinking, ways of working and ways of living.
The phases of the 5E instructional model are Engage, Explore, Explain, Elaborate, and Evaluate. They promote the activation of prior knowledge, critical thinking, collaboration, inquiry- and project-based learning, and authentic learning.
As demonstrated, the 70/20/10 rule is still very relevant… in theory. The truth is that without an effective implementation plan, it remains just a model.
70% of learning should come from experiences employees face at work while completing their day-to-day tasks. 20% from informal social interactions and peer-to-peer learning. 10% from formal, traditional training sessions.
Only 37% think the same about formal learning. Having a learning approach that embraces the 70:20:10 model enables employees to learn 90% of things through collaboration, making the model extremely valuable.
The acronym “ADDIE” stands for Analyze, Design, Develop, Implement, and Evaluate. It is an Instructional Design model that has withstood the test of time and use.
One of the common strategies that teachers implement as they engage their students is the “turn and talk,” or 10/2. The concept of the 10/2 refers to providing an opportunity for students to process information, for about 2 minutes, after every about 10 minutes of instruction. The 10/2 is a pivotal Be GLAD strategy.
Alternative learning puts the child at the center of the learning, rather than the teacher. This means that the child (and parents) have a say in what they are learning and activities and lessons are created to be fun, engaging, and interesting to the individual student.
The 21st century learning skills are often called the 4 C's: critical thinking, creative thinking, communicating, and collaborating. These skills help students learn, and so they are vital to success in school and beyond. Critical thinking is focused, careful analysis of something to better understand it.
Traditional Learning refers to a setting where a teacher communicates with a group of students in a typical brick and mortar classroom set-up. The students attend the class for a fixed time duration and learn about specific topics and subjects, and they often get hands-on experience for a job.
These new 21st century learners are highly relational and demand quick access to new knowledge. More than that, they are capable of engaging in learning at a whole new level.
Unlike in the 70:20:10 model where formal learning accounts for a mere 10%, the 55:25:20 model allocates a more robust 20% for formal learning. While experiential learning and social learning are key to an effective blend, organizations benefit when formal learning is a vital component of the learning mix.
This principle says for each dollar you earn or are given, you should save 10%, share 10%, invest 10% and spend 70%. A key part of this formula is “paying yourself first” which means the first 30% of your earnings are paid to you, for your benefit … for your retirement, for emergencies, and for sharing with others.
In fact, it states that: 70% of learning happens through on-the-job experience. 20% of learning happens socially through colleagues and friends. And 10% of learning happens via formal training experiences.
The 70-20-10 rule reveals that individuals tend to learn 70% of their knowledge from challenging experiences and assignments, 20% from developmental relationships, and 10% from coursework and training.
Schmidt requested Google employees to prioritize 70% of their time for core business tasks, allocate 20% for projects related to their core responsibilities, and dedicate 10% of their time to new and unrelated projects.
This Model was created by Morgan McCall, Michael M. Lombardo, and Robert A.