This document discusses the 70:20:10 model of learning and development. It explains that 70% of learning occurs informally through on-the-job experiences, 20% comes from coaching and mentoring relationships, and 10% is from formal educational activities. Various ways of implementing a 70:20:10 approach are presented, including developing communities of practice, onboarding programs, and teaching managers to facilitate team retrospectives to encourage knowledge sharing and innovation. The role of learning and development professionals is to support both self-directed learning by employees and managers' skills as learning leaders.

1. This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.This work is licensed under a Creative Commons Attribution-
ShareAlike 4.0 International License.

2. We will discuss …
• what is the 70:20:10 concept?
• common ways the 70:20:10 learning model is used
• some principles to follow when designing a 70:20:10
learning program
• how to support learners and managers to implement a
70:20:10 model

3. 70:20:10
70% occurs as people engage in informal
learning processes such as watching others,
participating in workplace routines and
undertaking challenging tasks.
20% arises from mentoring and
coaching (mostly from a manager
or supervisor).
10% is the result
of formal courses
and reading.
Morgan McCall, Robert Eichinger and Michael Lombardo

4. 80%
Learning of learning is informal

5. Learning while working

6. Some learning theory for a moment

7. Social constructivism
We build understanding together
Lev Vygotsky
Everyone builds their own
understanding

8. concrete experience
Observation
and reflection
formation of abstract concepts
based upon reflection
testing the
new concepts
Kolb experiential learning

9. Image CC – travelwayoflife
Mirror neurons

10. concrete experience
70:20:10 journey
Embedded into the way
an organisation works.
Often focused on
individual
development
programs
Getting started

11. concrete experience
70:20:10 journey
Often focused on
individual
development
programs
Getting started Embedded into the way
an organisation works

12. concrete experience
70:20:10 journey
Often focused on
individual
development
programs
Teams
10->20->70
Getting started
Start simple
– role model
Embedded into the way
an organisation works

13. concrete experience
New roles
Manager as
learning leader
Employee as self
directed learner

14. Manager as
learning leader
70:20:10
Is the glue

15. Manager as
learning leader
How can L&D help managers become learning leaders?

16. Employee as self
directed learner
How can L&D help employees become self directed learners?

17. Functions of L&D
Päivi Tynjälä - Perspectives into learning at the workplace
new knowledge
sharing knowledge
creating new knowledge

18. sharing knowledge

19. Rebecca needs
design an on-boarding
program for new
assessors

20. Works closely
with coach
Developing portfolio
of evidence that is
measured in a
CBT system
Worked examples
Simulate real cases
Is connected to
a group of peers
Starts working
on partially
real tasks
On-boarding for new assessors

21. Wants to increase
knowledge sharing in
his GP practice
Uses a mixture of
community of
practice methods

22. Blog and journal
club once a
month
Weekly group
learning sessions
All GPs sit in on at
least one session
with a peer
once a month
Team based learning programs for healthcare

23. One of the ways
Rebecca wants to
create a culture of
learning is to
introduce regular
team retrospectives

24. new knowledge
creating new knowledge

25. Designs a program
for managers in
how to run
retrospectives

26. CoP
Story-based
eLearning module
A peer
observes and
gives feedback
on a session
Planning
templates
Over a period of
time, managers
are sent tips
Blended learning program on running retrospectives

27. Rebecca needs to
increase innovation

28. Project
Small amount of
funding and
time
Manager
support for the
project
Community of
Practice focused
on innovation
Mentoring
Driving innovation in teaching practices at a TAFE

29. Induction to the
platform and
format
24 hour global
online
brainstorm
IBM online jams

30. 70
20
10
What more do you need to explore?

31. Please stay in contact and keep the
conversation going
Thank you for your participation!
Robin Petterd
Learning Consultant
M: +61 419 101 928
E: robin@sproutlabs.com.au
T: @sproutlabs_au