70-20-10 learning model - Revision history

Designing Buildings at 06:59, 29 November 2021

2021-11-29T06:59:49Z

← Older revision		Revision as of 06:59, 29 November 2021
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	= Introduction =		= Introduction =

−	~~The~~ 70-20-10 (also referred to as 70:20:10 or 70/20/10) is a model for learning and leadership development in adults. It is based on the idea that 70% of learning comes from on the job experience and subsequent reflection, 20% comes from working with - or observing - others through developmental relationships and 10% comes from formal training programmes or coursework.	+	70-20-10 (also referred to as 70:20:10 or 70/20/10) is a model for learning and leadership development in adults. It is based on the idea that 70% of learning comes from on the job experience and subsequent reflection, 20% comes from working with - or observing - others through developmental relationships and 10% comes from formal training programmes or coursework.

	= Background =		= Background =

−	The 70-20-10 learning model originated in the 1980s. It was based on Lessons of Experience, a research project on management ~~that was~~ conducted in 1988 by Morgan McCall, Michael M. Lombardo and Robert A. Eichinger~~. The undertaking was~~ supported by the [https://www.ccl.org/ Center for Creative Leadership] in the United States.	+	The 70-20-10 learning model originated in the 1980s. It was based on Lessons of Experience, a research project on management conducted in 1988 by Morgan McCall, Michael M. Lombardo and Robert A. Eichinger, supported by the [https://www.ccl.org/ Center for Creative Leadership] in the United States. In 1996, Lombardo and Eichinger formulated the results of the research into a survey that was given to a sampling of successful executives.

−	~~In 1996, Lombardo and Eichinger formulated the results of the research into a survey that was given to a sampling of successful executives.~~	+	The survey asked variations of this question:
−		+
−	The survey asked ~~for feedback to a variation~~ of this question:	+

	Please identify at least three key events in your career, things that made a difference in the way you manage now.		Please identify at least three key events in your career, things that made a difference in the way you manage now.
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	= Criticism of 70-20-10 =		= Criticism of 70-20-10 =

−	Some researchers and training professionals have criticised the model due to the small size of the sample that was used ~~as its basis~~. ~~There is~~ also ~~the suggestion~~ that the lack of diversity within the survey sample (which only collected responses from established managers) might be less than effective for wider workforce development.	+	Some researchers and training professionals have criticised the model due to the small size of the sample that was used. It has also been suggested that the lack of diversity within the survey sample (which only collected responses from established managers) might be less than effective for wider workforce development.

−	There has also been criticism ~~over the~~ lack of empirical data to support the model, leading to the suggestion that it is not scientific and should simply be a consideration rather than a prescriptive approach to professional development. Writing for [https://www.td.org/insights/70-20-10-where-is-the-evidence Association for Talent Development] in 2014, Andrew Jefferson said, “The 70-20-10 model is considered to be of greatest value as a general guideline for organisations seeking to maximise 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.”	+	There has also been criticism about a lack of empirical data to support the model, leading to the suggestion that it is not scientific and should simply be a consideration rather than a prescriptive approach to professional development. Writing for [https://www.td.org/insights/70-20-10-where-is-the-evidence Association for Talent Development] in 2014, Andrew Jefferson said, “The 70-20-10 model is considered to be of greatest value as a general guideline for organisations seeking to maximise 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.”

	= Cultural changes =		= Cultural changes =

−	Methods of communication and learning have changed significantly with the development of online technologies. This has had some impact on the 70-20-10 model which relied on traditional (in person) formal learning approaches.	+	Methods of communication and learning have changed significantly with the development of online technologies. This has had some impact on the 70-20-10 model which relied on traditional (in person) formal learning approaches. As cultures have become more reliant on online sources of information, some learning approaches have shifted to the [https://trainingindustry.com/wiki/content-development/the-osf-on-the-job-social-formal-ratio/ OSF] (on-the-job, social, formal) ratio.
−		+
−	As cultures have become more reliant on online sources of information, some learning approaches have shifted to the [https://trainingindustry.com/wiki/content-development/the-osf-on-the-job-social-formal-ratio/ OSF] (on-the-job, social, formal) ratio.	+

−	The adoption of this approach typically depends on ~~certain~~ circumstances within the organisation. For example, the on-the-job and social methods may be relied upon in situations where organisations do not offer formal training. Formal training approaches may be required in instances where there is a lack of opportunity for on-the-job or social training.	+	The adoption of this approach typically depends on circumstances within the organisation. For example, the on-the-job and social methods may be relied upon in situations where organisations do not offer formal training. Formal training approaches may be required in instances where there is a lack of opportunity for on-the-job or social training.

	= Related articles on Designing Buildings =		= Related articles on Designing Buildings =

Editor at 16:19, 26 November 2021

2021-11-26T16:19:45Z

← Older revision		Revision as of 16:19, 26 November 2021
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	* Knowledge gap.		* Knowledge gap.
	* Learning.		* Learning.
−	* Lessons learned.
	* Recognised prior learning.		* Recognised prior learning.
	* Skills gap.		* Skills gap.

Editor at 16:12, 26 November 2021

2021-11-26T16:12:33Z

← Older revision		Revision as of 16:12, 26 November 2021
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	* Continuing professional development.		* Continuing professional development.
	* Flexible courses for lifelong learning.		* Flexible courses for lifelong learning.
		+	* How to become a civil engineer.
	* Knowledge.		* Knowledge.
		+	* Knowledge gap.
	* Learning.		* Learning.
	* Lessons learned.		* Lessons learned.
		+	* Recognised prior learning.
		+	* Skills gap.
		+	* Types of construction knowledge.

	= External resources =		= External resources =
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	* [https://www.ccl.org/ Center for Creative Leadership].		* [https://www.ccl.org/ Center for Creative Leadership].
	* Training Industry, [https://trainingindustry.com/wiki/content-development/the-osf-on-the-job-social-formal-ratio/ The OSF (On-the-Job, Social, Formal) Ratio].		* Training Industry, [https://trainingindustry.com/wiki/content-development/the-osf-on-the-job-social-formal-ratio/ The OSF (On-the-Job, Social, Formal) Ratio].
		+
		+	[[Category:DCN_Definition]] [[Category:DCN_Education_and_Training]] [[Category:Definitions]] [[Category:Education]] [[Category:Theory]]

Editor at 16:08, 26 November 2021

2021-11-26T16:08:45Z

← Older revision		Revision as of 16:08, 26 November 2021
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	= Related articles on Designing Buildings =		= Related articles on Designing Buildings =
		+
		+	* Continuing professional development.
		+	* Flexible courses for lifelong learning.
		+	* Knowledge.
		+	* Learning.
		+	* Lessons learned.

	= External resources =		= External resources =

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2021-11-26T16:01:50Z

Created page with "= Introduction = The 70-20-10 (also referred to as 70:20:10 or 70/20/10) is a model for learning and leadership development in adults. It is based on the idea that 70% of learni..."

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= Introduction =

The 70-20-10 (also referred to as 70:20:10 or 70/20/10) is a model for learning and leadership development in adults. It is based on the idea that 70% of learning comes from on the job experience and subsequent reflection, 20% comes from working with - or observing - others through developmental relationships and 10% comes from formal training programmes or coursework.

= Background =

The 70-20-10 learning model originated in the 1980s. It was based on Lessons of Experience, a research project on management that was conducted in 1988 by Morgan McCall, Michael M. Lombardo and Robert A. Eichinger. The undertaking was supported by the [https://www.ccl.org/ Center for Creative Leadership] in the United States.

In 1996, Lombardo and Eichinger formulated the results of the research into a survey that was given to a sampling of successful executives.

The survey asked for feedback to a variation of this question:

Please identify at least three key events in your career, things that made a difference in the way you manage now.

# What happened?
# What did you learn from it (for better or worse)?

The findings of the survey were the basis for the [https://www.amazon.co.uk/Career-Architect-Development-Planner-5th/dp/193357822X Career Architect Development Planner], which established the 70-20-10 model as a possible guideline for training and learning in adults.

= Criticism of 70-20-10 =

Some researchers and training professionals have criticised the model due to the small size of the sample that was used as its basis. There is also the suggestion that the lack of diversity within the survey sample (which only collected responses from established managers) might be less than effective for wider workforce development.

There has also been criticism over the lack of empirical data to support the model, leading to the suggestion that it is not scientific and should simply be a consideration rather than a prescriptive approach to professional development. Writing for [https://www.td.org/insights/70-20-10-where-is-the-evidence Association for Talent Development] in 2014, Andrew Jefferson said, “The 70-20-10 model is considered to be of greatest value as a general guideline for organisations seeking to maximise 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.”

= Cultural changes =

Methods of communication and learning have changed significantly with the development of online technologies. This has had some impact on the 70-20-10 model which relied on traditional (in person) formal learning approaches.

As cultures have become more reliant on online sources of information, some learning approaches have shifted to the [https://trainingindustry.com/wiki/content-development/the-osf-on-the-job-social-formal-ratio/ OSF] (on-the-job, social, formal) ratio.

The adoption of this approach typically depends on certain circumstances within the organisation. For example, the on-the-job and social methods may be relied upon in situations where organisations do not offer formal training. Formal training approaches may be required in instances where there is a lack of opportunity for on-the-job or social training.

= Related articles on Designing Buildings =

= External resources =

* Association for Talent Development, [https://www.td.org/insights/70-20-10-where-is-the-evidence 70:20:10: Where Is the Evidence?] by Andrew Jefferson.
* [https://www.amazon.co.uk/Career-Architect-Development-Planner-5th/dp/193357822X Career Architect Development Planner].
* [https://www.ccl.org/ Center for Creative Leadership].
* Training Industry, [https://trainingindustry.com/wiki/content-development/the-osf-on-the-job-social-formal-ratio/ The OSF (On-the-Job, Social, Formal) Ratio].