70/20/10 Model (Learning and Development)

From Wikipedia, the free encyclopedia
  (Redirected from 70/20/10 Model)
Jump to navigation Jump to search

The 70:20:10 Model for Learning and Development (also written as 70-20-10 or 70/20/10) is a learning and development model that suggests a proportional breakdown of how people learn effectively; based on a survey asking nearly 200 executives to self-report how they believed they learned.[1]

In this survey respondents reported the following learning tendencies:

  • 70% from challenging assignments
  • 20% from developmental relationships
  • 10% from coursework and training

Lombardo and Eichinger expressed their rationale behind the 70:20:10 model this way in The Career Architect Development Planner:[1]

“Development generally begins with a realization of current or future need and the motivation to do something about it. This might come from feedback, a mistake, watching other people’s reactions, failing or not being up to a task – in other words, from experience. The odds are that development will be about 70% from on-the-job experiences - working on tasks and problems; about 20% from feedback and working around good and bad examples of the need; and 10% from courses and reading.”

Training and development involves improving the effectiveness of organizations and the individuals and teams within them.[1] Training may be viewed as related to immediate changes in organizational effectiveness via organized instruction, while development is related to the progress of longer-term organizational and employee goals. While training and development technically have differing definitions, the two are oftentimes used interchangeably and/or together. Training and development has historically been a topic within applied psychology but has within the last two decades become closely associated with human resources management, talent management, human resources development, instructional design, human factors, and knowledge management.[1]== Criticisms ==

Criticisms of the hypothesis include:

  • A lack of supporting empirical data [2]
  • The use of perfectly even numbers [3]
  • The nature of the survey (i.e. Asking already successful managers to reflect on their experiences.) [4]
  • The model may not reflect the changes in the market instigated by online technologies. For example, it does not reflect the recent focus on informal learning.[5]
  • The 70:20:10 model is not prescriptive. Author and learning & development professional Andy Jefferson asserts it "is neither a scientific fact nor a recipe for how best to develop people." [4]


  1. ^ a b Lombardo, Michael M; Eichinger, Robert W (1996). The Career Architect Development Planner (1st ed.). Minneapolis: Lominger. p. iv. ISBN 0-9655712-1-1.
  2. ^ [citation needed]
  3. ^ Thalheimer, Will. "People remember 10%, 20%...Oh Really?". Work-Learning Research. Retrieved 28 October 2019.
  4. ^ a b Jefferson, Andrew; Roy, Pollock. "70:20:10: Where Is the Evidence?". Association for Talent Development. Retrieved 20 May 2016.
  5. ^ "The 70:20:10 Model for Learning and Development | Training Industry". www.trainingindustry.com. 2017-09-28. Retrieved 2017-09-28.