The benefits of applying the 70:20:10 learning model

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Considering a new informal learning approach? New report outlines the benefits of applying 70 20 10 model

Docebo recently co-sponsored a report authored by Charles Jennings and Towards Maturity that addresses a number of questions, myths and outright falsities that come up during many conversations about the 70 20 10 model, and particularly how it applies to online and blended learning at work.

The report discusses, in part, the benefits of applying 70:20:10 — the concept that suggests the majority of learning happens via on-the-job training and through coaching — to any organizational learning and development strategy. It offers a checklist of items to consider when evaluating a 70:20:10 approach, as well as the features to look for when looking for a 70:20:10-oriented technology toolkit. Read on for more, and download the complete report to get more practical information and tips to apply to your learning project.

L&D leaders recognize the benefits that can be achieved through modernizing their learning strategy and the key role of technology in this process and yet many are failing to achieve their goals. Does the 70:20:10 model help?

Those applying new models of learning such as 70:20:10 report twice the business benefits and efficiency improvements than peers who are not. (Note that participants are reporting on the overall impact of their learning strategy – they are not attributing it specifically to the 70:20:10 model, which makes these figures all the more compelling).

What are the benefits of applying new models of learning?

Those applying new models such as 70:20:10 are consistently reporting more benefits than those who do not. They are at least:

  • 5x as likely to be able to attract talent (20% vs 4%)
  • 4x as likely to respond fast to business change (30% vs 7%)
  • 3x as likely to report improvements in staff motivation (27% vs 8%)
  • 2x as likely to report improvement in customer satisfaction scores compared to those who do not (42% vs 18%)

Question for L&D: Are the wider issues of talent and customer loyalty important to you?

They are also more likely to agree that:

  • Learners put what they learn into practice quickly (34% vs 20%)
  • Staff can access learning directly relevant to their job (62% vs 32%)
  • Staff can determine their own path through their learning (39% vs 21%)
  • They have noticed positive changes in staff behaviour (28% vs 12%)

Those active in applying approaches like 70:20:10 model are also twice as likely to report that they are achieving the ‘hard-to-get’ benefits of improving the overall culture of learning in the organisation – a precursor for so many other sought-after improvements such as increased responsiveness to business change and increased learner engagement.

However, it is important not to consider 70:20:10 model in isolation. Not only are Top Deck organisations more likely to use these frameworks but they also report even greater benefits across these five areas. They are clearly going further than just embracing new models of learning:

  • 48% report benefits related to changing culture
  • 56% report their organisations are more responsive and agile
  • 63% report improved productivity
  • 73% report improved process
  • 72% report improved efficiency as a result

Using frameworks like 70:20:10 is simply one aspect that L&D needs to consider in a more comprehensive review and revision of their practices.

Download the complete report to continue reading, and get the data from Towards Maturity’s survey of organizations that apply 70:20:10 to discover helpful tips for overcoming barriers to change.