What are the disadvantages of 70 20 10?

The 70 20 10 model is a popular approach to learning and development that suggests 70% of learning comes from on-the-job experiences, 20% from feedback and coaching, and 10% from formal training programs. While this approach has gained widespread acceptance, it is not without its drawbacks.

In this article, we will explore some of the potential disadvantages of the 70 20 10 approach and discuss how organizations can address these issues to create a more effective and well-rounded learning and development program for their employees.

The Truth About the 70:20:10 Model: Common Problems and Solutions

The 70:20:10 model is a popular approach to learning and development, with the idea that 70% of learning comes from on-the-job experience, 20% from social interactions, and 10% from formal training. However, there are common problems associated with the model that need to be addressed for it to be effective.

The Problem with the 70:20:10 Model

One of the main issues with the 70:20:10 model is that it can be difficult to measure the impact of on-the-job learning and social interactions. It is often easier to track the outcomes of formal training, but it can be challenging to identify the specific skills or knowledge gained from informal learning experiences.

Another challenge is that some learners may not be comfortable with informal learning and may prefer a more structured approach. This can be particularly true for individuals who are new to a role or who lack confidence in their abilities.

Possible Solutions

One way to address the challenges of the 70:20:10 model is to use a blended learning approach. This combines formal training with informal learning experiences, such as on-the-job training and mentoring. By providing a range of learning opportunities, learners can choose the approach that works best for them.

Another solution is to provide support for learners who are new to informal learning. This can include coaching, mentoring, or peer support. By providing guidance and support, learners can build confidence and develop the skills they need to succeed.

The 70:20:10 model can be an effective approach to learning and development, but it is not without its challenges. By using a blended learning approach and providing support for learners, organizations can maximize the impact of the model and help individuals develop the skills they need to succeed.

Reevaluating the Effectiveness of the 70:20:10 Model: Is it Still Relevant Today?

The 70:20:10 model has been a popular approach to workplace learning and development for several years. The model suggests that 70% of learning occurs through on-the-job experiences, 20% comes from interactions with others, and 10% is from formal training. However, with the changing landscape of work and the rise of remote work, it’s time to reevaluate the effectiveness of this model and determine if it’s still relevant today.

What is the 70:20:10 model?

The 70:20:10 model was developed in the 1980s by three researchers – Morgan McCall, Robert Eichinger, and Michael Lombardo. They found that most learning in the workplace occurs through on-the-job experiences and interactions with colleagues, rather than formal training programs. The model suggests that:

• 70% of learning comes from on-the-job experiences
• 20% of learning comes from interactions with others, such as coaching or mentoring
• 10% of learning comes from formal training programs

Is the 70:20:10 model still relevant today?

While the 70:20:10 model has been widely adopted and has proven effective for many organizations, there are some factors that suggest it may need to be reevaluated. For example:

• Remote work: With the rise of remote work, on-the-job experiences and interactions with colleagues may be less frequent and less effective.
• New technologies: New technologies such as virtual reality and online learning platforms have changed the way we learn and may require a different approach.
• Changing job roles: As job roles become more specialized, formal training may become more important than on-the-job experiences.

Alternatives to the 70:20:10 model

While the 70:20:10 model has been effective for many organizations, there are some alternatives that may be more effective in today’s workplace. For example:

• Microlearning: Microlearning involves delivering content in small, bite-sized chunks that can be easily consumed and applied on the job.
• Blended learning: Blended learning combines online and offline learning experiences to provide a more comprehensive approach.
• Personalized learning: Personalized learning involves tailoring learning experiences to each individual’s needs and preferences.

While the 70:20:10 model has been widely adopted and has proven effective for many organizations, it’s important to reevaluate its effectiveness in today’s changing workplace. Alternative approaches such as microlearning, blended learning, and personalized learning may be more effective for some organizations and job roles.

Unlocking the Benefits of the 70:20:10 Model: A Comprehensive Guide

The 70:20:10 model is a widely accepted approach to learning and development in the workplace. It suggests that 70% of learning occurs through on-the-job experiences, 20% through interaction with others, and 10% through formal training programs. This model has become increasingly popular in recent years as companies look for more efficient and effective ways to develop their employees.

Benefits of the 70:20:10 Model

The 70:20:10 model offers several benefits to both employers and employees. For employers, it provides a cost-effective way to develop their workforce. Instead of investing heavily in traditional training programs, they can focus on providing on-the-job experiences and opportunities for interaction with others. This approach can lead to faster skill development, higher employee engagement, and better overall performance.

For employees, the 70:20:10 model offers a more engaging and personalized learning experience. They have the opportunity to learn new skills in a real-world setting, receive feedback from peers and supervisors, and collaborate with others to solve problems and achieve goals. This approach can lead to higher job satisfaction, increased motivation, and better career prospects.

Implementing the 70:20:10 Model

Implementing the 70:20:10 model requires a shift in mindset and a commitment to ongoing learning and development. Here are some tips to help you get started:

• Encourage on-the-job learning: Provide opportunities for employees to work on challenging projects, take on new responsibilities, and learn from their mistakes.
• Promote interaction with others: Encourage employees to collaborate with their peers, seek feedback from supervisors, and participate in mentoring programs.
• Offer formal training programs: While the bulk of learning should occur through on-the-job experiences and interaction with others, formal training programs can still be valuable for developing specific skills or knowledge.
• Provide ongoing feedback and support: Regular feedback and support from supervisors and peers can help employees stay motivated and on track with their learning goals.

The 70:20:10 model offers a powerful framework for learning and development in the workplace. By providing on-the-job experiences, opportunities for interaction with others, and formal training programs, employers can create a more engaged and skilled workforce. Employees, in turn, can enjoy a more personalized and fulfilling learning experience that can lead to better job performance and career prospects.

While the 70 20 10 model has its advantages, it also has its fair share of drawbacks. It can lead to a lack of focus on formal training, neglect of individual needs, and a reliance on informal learning that may not always be effective. It is important to keep in mind that this model is just one approach to learning and development, and should not be blindly followed without considering its potential drawbacks. Careful planning and customization can help mitigate some of these disadvantages and ensure that the 70 20 10 model is used in a way that best suits the organization’s needs and goals.