702010

702010 is a framework for guiding learning and development in organizations. The model proposes that development occurs through three interdependent sources: 70% from on-the-job experiences, tasks, and problem solving; 20% from social learning, including feedback, coaching, mentoring, and collaborative work; and 10% from formal education and structured training. The percentages serve as a guide to balance learning activities that occur in the work environment with formal instruction.

Origin and usage: The 70:20:10 framework was developed in the late 20th and early 21st centuries and was popularized by Charles Jennings and the 70:20:10 Institute. It is widely used in corporate learning and development to design programs, performance support, and leadership development, emphasizing learning that happens through work rather than only through courses. The model is commonly used as a strategic planning tool to align learning with business goals.

Implementation considerations: In practice, organizations map key job tasks and identify on-the-job learning opportunities, such as stretch assignments and problem-solving projects. They establish social learning channels, including mentoring, coaching, communities of practice, and feedback-rich cultures. Formal training is positioned to support strategic capabilities while ensuring it complements on-the-job and social learning. Technology tools, microlearning, and learning analytics can help track progress and improve alignment with business outcomes.

Criticism and limitations: Critics note that the model lacks strong empirical support for universal applicability and that the exact percentages are not evidence-based. Some skills may require more formal instruction, and an overemphasis on informal learning can risk gaps in essential competencies. Effective use often depends on context, job role, and organizational culture.