Understanding the 70:20:10 Learning Model

This is the sixteenth installment of the Three Minute Train the Trainer Series, aimed at aspiring training professionals. So, what exactly is the 70:20:10 model? Despite its peculiar name, this model provides valuable insights into how we acquire knowledge through different avenues: classroom instruction, coaching, and practical experience.

Many clients and internal stakeholders often assume that all learning occurs in a classroom setting. However, the 70:20:10 model reveals that a mere 10% of learning takes place in this environment. The majority of knowledge acquisition happens through hands-on experience—20% through on-the-job training and 70% through ongoing practice over time.

Unfortunately, without the involvement of an interested manager or trainer, learners tend to forget most of what they absorbed in class within a few weeks. Why does this occur?

Training often fails to resonate when there’s no on-the-job coaching to reinforce classroom lessons, nor opportunities for learners to apply their newfound skills.

For instance, I once delivered a training session on interview skills for supervisors. The idea was to allow supervisors to conduct interviews and alleviate the manager's workload—logical, given the manager's limited time. However, after completing their training, the supervisors found themselves in a stagnant position. The manager didn’t take the initiative to allow them to observe or conduct interviews under guidance.

Consequently, the 20% of learning that should occur during on-the-job training never happened, and the supervisors couldn't transition to conducting interviews independently, missing out on the critical 70% of learning gained from practical experience.

Recap of the 70:20:10 Learning Model

• Classroom Learning: 10%
• On-the-Job Training: 20%
• Practical Experience: 70%

Benjamin Franklin encapsulated this concept perfectly: "Tell me and I forget, teach me and I may remember, involve me and I learn."

While organizing classroom instruction is relatively straightforward, monitoring the subsequent learning phases becomes increasingly challenging.

Facilitating the 70:20 Aspect of the 70:20:10 Model

Once the initial training—whether in-person or online—has concluded, it’s essential to arrange for on-the-job training for your trainees. Consider creating a structured workbook for them to complete with supervision, or a checklist to guide their progress.

Regularly check in with your trainees to ensure they have sufficient opportunities for practical application and that day-to-day responsibilities don’t overshadow their learning.

Johann Wolfgang Von Goethe once said, "In the end, we retain from our studies only that which we practically apply."

Engaging with the trainee's manager is crucial; inquire about the availability of on-the-job training and offer support where needed. Providing the right tools and frameworks for managers increases the likelihood that they will conduct effective coaching.

Final Thoughts

Many managers view training as a quick fix, believing that simply attending a course will instantly equip trainees with the necessary skills. However, the coaching and follow-up components are often erratic and depend heavily on chance.

Richard Branson aptly stated, "You don't learn to walk by following rules. You learn by doing and by falling over."

If you have the power to influence what happens post-classroom training, take action. It’s vital for solidifying the knowledge gained.

The most rewarding effort lies in equipping line managers with the resources and support they need to oversee the remaining 90% of a trainee's learning journey.

For further insights, check out the following videos:

This video titled What No One Tells You About Learning Faster dives into effective learning techniques and tips for maximizing your retention.

In When Active Learning Goes Right (And Wrong) | How Learning Works, explore the nuances of active learning and its impact on knowledge retention.

I also write about leadership and training. You can download The New Leader's Starter Kit, which provides guidance on conducting one-on-one meetings and delivering constructive feedback. It includes printable resources such as a feedback form and a listening skills checklist.