What is the 70:20:10 Learning Model?

In 2023, U.S. businesses spent over $100 billion on employee training. With that kind of money on the line, making learning work really matters. That’s where the 70:20:10 model comes in—a popular idea based on how people actually pick up new skills.

This approach breaks learning into three parts:

• 70% comes from doing the job—hands-on tasks, real problems, and daily challenges.
• 20% comes from talking with others, also known as social learning—feedback, coaching, or watching how teammates handle things.
• 10% comes from formal lessons—workshops, interactive online courses, or reading materials.

It’s a reminder that most learning happens while doing or connecting—not just sitting in a classroom. For anyone building a strong learning culture at work, this model gives a helpful starting point.

Let’s break it down and see what makes it work.

What is the 70/20/10 Approach to Learning?

This idea goes back to the 1980s, when researchers Morgan McCall, Michael Lombardo, and Robert Eichinger from the Center for Creative Leadership asked 191 business leaders one big question: “Name a few key moments in your career—events that shaped how you lead today.”

From those stories, a clear pattern stood out:

• 70% of the growth came from tough projects and real-world challenges
• 20% came from mentors, feedback, and social support
• 10% came from courses, books, and formal instruction

Lombardo later summed it up like this:

“Development usually starts with seeing a need and wanting to grow... Odds point to 70% coming from real work, 20% from others, and 10% from study.”

Even though this model came from self-reported stories—not lab data—it still holds weight. Why? Because it matches how people often learn: not just in classrooms, but by doing, trying, failing, and connecting.

Before jumping ahead, let’s look at what each part really means.

The 70% — Learning by Doing

Most learning happens while doing real work. Around 70% of skill growth comes from handling tough tasks, solving problems, or trying something new on the job. This is known as experiential learning.

Kids often learn through play. Adults aren’t much different—real progress often shows up after hands-on effort, repeated practice, and taking on new challenges. One study showed learners who stay actively involved with their growth understand material more deeply.

Professor David Kolb built on ideas from John Dewey to shape a well-known learning cycle. This model breaks experience down into four steps:

1. Concrete experience – Trying something new firsthand
2. Reflective observation – Looking back to study what worked
3. Abstract conceptualisation – Planning a better approach
4. Active experimentation – Testing that new approach in action

Putting fresh skills into play can feel intimidating—whether you're learning to swim or trying to lead a meeting. Still, no shortcut beats doing the work.

The 20% — Learning from Others

Roughly 20% of learning comes from social interaction. Feedback, teamwork, and conversations with others all help shape growth. McCall’s research highlighted the role of mentors, coworkers, and peers.

Watching others, asking questions, or joining guided discussions helps unlock new ideas. This kind of learning often unfolds without a set structure—driven by curiosity, not a curriculum.

Digital tools can support this type of learning, especially AI tools for learning and development. For instance, learners who share updates or join conversations during training show up to 35% more productivity, according to research.

The 10% — Structured Learning

Only 10% of growth comes from structured study—things like formal courses, books, or instructor-led sessions. Still, that 10% matters.

Picture learning to drive. Knowing the rules and studying traffic signs gives you the base needed before hitting the road. The same logic applies to any skill. Formal training sets the foundation. Everything else builds on top.

Researchers behind 70:20:10 found that formal training works best when combined with real-world practice and feedback. Think of it as the launchpad that helps other learning methods stick.

Who Developed the 70:20:10 Learning Model?

The 70:20:10 model came out of research in the 1980s at the Center for Creative Leadership in North Carolina. Three researchers—Morgan McCall, Michael M. Lombardo, and Robert A. Eichinger—wanted to understand how top managers grow their skills.

They didn’t set out to make a model. Instead, they looked at real careers. After collecting stories and data, a pattern emerged: most leaders had grown through stretch assignments, feedback from others, and only a small dose of formal training. That pattern became the 70:20:10 ratio—70% job experience, 20% social learning, and 10% formal instruction.

Over time, learning teams began to adopt this framework. Not as a strict rule, but as a lens. It helped companies shift focus toward practical experience and peer interaction, instead of leaning too heavily on courses and classroom sessions.

What the Model Looks Like Today

The model still shapes learning strategies—but the world of work looks very different now. Digital platforms, remote teams, and mobile tools have stretched the boundaries of how learning happens.

Experience now includes project-based work in online settings. Social learning happens through messaging apps, community platforms, and collaborative tools. Formal learning often means short videos, not long lectures.

Training Industry research recently took a fresh look at the model. Instead of sticking to fixed numbers, they introduced the OSF ratio—on-the-job, social, and formal. Same idea, more flexible math. The balance shifts depending on the company, job role, or location.

Some industries still see value in the classic 70:20:10 split. Others adjust the mix to suit fast-paced environments or distributed teams. Either way, the main takeaway holds up: real growth comes from more than just training sessions.

Pros and Cons of the 70:20:10 Learning Model

The 70:20:10 model helps people learn by doing, making training more practical and engaging. But it also has some drawbacks, like being hard to measure and not working the same for everyone.

Pros:

• Builds real-world skills: Learning through work tasks helps people solve problems, make decisions, and apply knowledge right away. Instead of waiting for training, learners get what they need at the moment.
• Encourages collaboration: Team-based learning—through coaching, mentoring, or informal feedback—pushes knowledge across departments. This strengthens trust, boosts shared accountability, and supports faster growth.
• Keeps people engaged: Hands-on learning feels relevant. Instead of checking boxes in a course, people stay involved by doing real work, asking questions, and shaping their own development.
• Saves time and cost: With less focus on long training sessions, the 70:20:10 mix can reduce classroom hours and cut down on formal training expenses—while still delivering strong results.
• Boosts training ROI: By focusing on learning that happens naturally in the flow of work, organizations get more value without pulling people away from their jobs. Less downtime, more impact.

Cons:

• No fixed proof behind the numbers: The 70:20:10 split comes from observations, not hard data. These percentages don’t reflect every industry, team, or role.
• Doesn’t fit every context: What works for one team may not work for another. Some roles need deeper formal training, while others depend more on peer input or hands-on learning.
• Underplays structure: Over-reliance on informal learning can push formal training aside. Some skills—like compliance, safety, or technical processes—need clear, structured guidance.
• Harder to measure: It’s tough to track what someone learns during a project or team interaction. Without clear outcomes, it’s easy to lose sight of progress or skill gaps.
• Rollout takes effort: Unlike scheduled training, informal learning needs support from managers, mentors, and peers. Without strong coordination, the model can fall flat.

How to Use the 70:20:10 Learning Model

To make the 70:20:10 model work for your team, follow these simple steps:

1. Assess training needs: Find out what skills your team needs and where they fall short using a skills matrix or other evaluation methods. Use feedback surveys or observations to gather this info.
2. Check existing learning resources: Take a look at current training methods to see what’s working and what needs tweaking. Think about both formal programs and informal learning.
3. Set clear goals: Decide what you want the model to achieve—whether that’s closing skill gaps or improving performance. Then, set specific goals you can measure.
4. Create a plan: Match each learning goal to the right learning type—hands-on, social, or formal—and pick the best methods.

For the 70% (learning by doing):

• Let people try real tasks in a safe setup
• Give them tools or checklists they can use while working
• Let them manage small projects or test out new systems

For the 20% (learning from others):

• Set up mentoring or buddy systems
• Offer regular coaching chats
• Organize team knowledge-sharing sessions or lunch-and-learns
• Encourage attending meetups or events

For the 10% (formal learning):

• Share engaging training courses or tutorials
• Cover costs for certificates or classes
• Host live sessions or bring in trainers
• Offer learning stipends for workshops or seminars
• Consider using upskilling platforms

Pro tip: Use LMS platforms or digital guides to build and deliver training. Video tools can also help you make quick, easy-to-follow content.

70:20:10 Learning Model Examples

Want to see how this learning model works in real life? These quick examples show how different teams mix real work, teamwork, and training to build essential skills and keep things moving.

Example 1: IT Support Team

• 70% (On-the-job): New folks shadow experienced teammates, work on real support tickets, and handle live tech issues.
• 20% (With others): Weekly peer review and coaching from a buddy during the first few months.
• 10% (Formal): Kick off with ITIL basics and help desk certification courses.

Example 2: Marketing Team

• 70% (On-the-job): Junior team members run email campaigns, write copy, and dig into analytics tools.
• 20% (With others): Team feedback, project collaborations, and support from more senior marketers.
• 10% (Formal): Learn SEO or paid ads through online courses.

Example 3: Healthcare Admin Staff

• 70% (On-the-job): Staff learn scheduling systems, process records, and help patients using real tasks.
• 20% (With others): Support from supervisors and peer mentors for problem-solving.
• 10% (Formal): Join required HIPAA and safety training sessions.

70-20-10 Learning Model Template

Ready to build your own plan? Use this simple layout to map goals, ideas, and methods across each part of the model. It helps keep things focused and practical.

Learning Type

Goal or Skill

Training Idea

70% (On-the-Job)

Boost daily job skills

Shadow sessions, sandbox tasks, and real projects

20% (With Others)

Build team connection

Mentoring, peer feedback, and team challenges

10% (Formal)

Cover basics or certifications

Online courses, workshops, and instructor-led sessions

Drop this into a doc, whiteboard, or spreadsheet—then tweak it for each team or role.

Is the 70:20:10 Learning Model Right for Your Organization?

The 70:20:10 model serves as a helpful guide, but it's not a strict rule. Different teams, roles, and industries might need their own mix of learning methods. What's important is finding what works best for your team.

Whether you're focusing on hands-on experience, peer learning, or formal training, Coursebox AI can assist. It offers tools like AI course creation, instant feedback, and real-time support to help you build effective training programs.

No matter your approach, Coursebox AI is here to support your team's learning journey. Book a demo today!