70 20 10 Learning Model: A Guide to Blended Learning Success

Did you know that the most effective learning doesn’t happen in classrooms? Studies show that 70% of what we learn comes from hands-on experience, 20% from mentorship and coaching, and only 10% from formal education. This powerful mix—known as the 70-20-10 learning model—challenges traditional training methods and unlocks real-world success.

By blending experiential learning with structured guidance, this model ensures professionals continuously adapt, grow, and excel in dynamic workplaces. Whether you’re a leader shaping a team, an employee striving for career growth, or a lifelong learner, understanding this framework can give you a competitive edge. Let’s dive into how the 70-20-10 model drives blended learning success.

What is the Blended Learning Model?

The blended learning model combines multiple learning approaches, seamlessly integrating formal education, social interaction, and hands-on experience. Rooted in research on effective learning strategies, this model is widely used in professional and organizational settings.

At its core lies the 70-20-10 framework, introduced by Robert Eichinger and Morgan McCall at the Center for Creative Leadership.

This framework breaks learning into three key components:

• 70% Experiential Learning – Gained through real-world challenges, problem-solving, and on-the-job experience.
• 20% Social Learning – Acquired through mentorship, coaching, and collaboration with peers.
• 10% Formal Learning – Derived from structured education such as workshops, training sessions, and coursework.

By blending these elements, the model creates a holistic learning experience, ensuring individuals develop skills not just through theory but through application and social engagement. This approach maximizes impact, making learning more effective, adaptable, and results-driven.

70%: Experiential Learning

The primary foundation of the 70-20-10 learning model is experiential learning. It focuses on the ideology that individuals learn best by performing. People can use practical experience to apply theoretical know-how in real-world scenarios. It aids in nurturing the development of skills and comprehensive understanding. Leaders gain adaptability and problem-solving abilities by combating challenges firsthand. They can also gain confidence. All these are essential for their professional requirement.

Examples of On-the-Job Learning

1. Project Assignments:

Being responsible for initiatives or tasks that expand the expertise of any individual.

2. Shadowing

Comprehending workflows and procedures by observing experienced coworkers.

3. Problem-solving

It is also feasible to develop critical thinking by addressing workplace issues.

4. Cross-Functional Roles

Partnering across departments to obtain a holistic viewpoint.

5. Skill-Specific Tasks

Practicing skills such as designing and coding during everyday work.

Learning can be embedded into daily chores with the help of these activities. In this way, it can become pertinent and continuous.

Key Benefits of Professional Development

Professional development, particularly through experiential learning, plays a crucial role in career growth by providing practical, hands-on expertise. Here’s how it makes a difference:

1. Faster Career Growth – Learning through real-world experiences helps employees quickly adapt to industry changes, making them more resilient and versatile.
2. Stronger Decision-Making Skills – Facing workplace challenges firsthand builds confidence and sharpens problem-solving abilities, leading to better decision-making in high-pressure situations.
3. Boosted Innovation – Hands-on learning encourages employees to approach problems creatively, fostering a culture of innovation and continuous improvement.
4. Real-Time Feedback & Improvement – Unlike traditional training, learning on the job creates an instant feedback loop, allowing individuals to refine their strategies immediately, leading to consistent professional growth.

By integrating experiential learning into professional development, employees not only master new skills but also gain the confidence and adaptability needed to excel in today’s dynamic workplace.

20%: Social Learning

The 20% component of the blended learning model is social learning. It focuses on learning by means of mentorship and relationships. It likewise emphasizes collaboration. Experienced professionals make use of mentorship to guide others. In this way, they can offer valuable advice and perceptions.

This connection is able to promote trust. It helps the mentees to navigate challenges. It also helps them to develop quickly in their professions. Partnering with colleagues likewise plays a crucial role. This is because teamwork allows individuals to solve issues and exchange ideas. It also helps them to learn from different perspectives.

Peer Learning and Feedback

One more robust social learning aspect happens to be peer learning. Working along with others motivates one to share experiences and knowledge. It aids in collective development. It is possible for constructive feedback from colleagues to provide opportunities for enhancement. It provides different perceptions that improve expertise and broaden comprehension. This kind of interactive learning approach will make sure that one can develop continually. This is because people are exposed to innovative ideas and strategies constantly.

Building Networks and Communities

Building professional networks matters a lot when it comes to social learning. Communicating with like-minded colleagues will foster mutual support and exchange of knowledge. These networks can be strengthened by participation in online forums and industry events. A platform is provided to the communities to share resources and discuss trends. It likewise helps them to cope with typical challenges.

Leveraging social learning will help individuals to improve their expertise. It will also help them to develop interpersonal expertise and enhance collaboration. Moreover, it nurtures long-lasting professional connections. This approach will allow them to stay adaptable and relevant. They can also remain connected with the interconnected and fast-paced world of today.

Social learning can enhance productivity by 50% by stimulating trust between coworkers. Moreover, 86% of employers believe that they can learn the required skills for their job by partnering with others.

10%: Formal Learning

Formal learning accounts for 10% of the previously mentioned 70 20 10 learning model. It consists of organized and structured methods to obtain knowledge. These methods consist of online courses and classroom training. It also comprises self-paced programs and seminars. A foundational comprehension of concepts is provided by structured learning. It provides theoretical knowledge to individuals to shine in their field.

Role of Courses, Workshops, and Certifications

Workshops and courses are of prime importance in terms of formal learning. They provide specialized and targeted training on some particular subjects or skills. For example, hands-on practice is provided by workshops in a particular area. On the contrary, certifications enhance credibility and validate expertise in this professional world. Formal education such as degree programs is known to provide comprehensive knowledge. They also establish a powerful foundation for further social and experiential learning. On most occasions, these opportunities will introduce learners to best practices and industry standards. This will make sure that they can remain informed as well as competitive.

Importance in Complementing the Other 90%

Social and experiential learning are complemented by formal learning at present. They do this by narrowing gaps in knowledge. Moreover, they provide a theoretical framework to comprehend practical experiences. A structured way is provided by formal learning to explore innovative areas of expertise. Furthermore, it helps us to gain clarity on complicated topics. Social and experiential learning happen to be adaptive and ongoing.

On the other hand, formal learning offers a solid foundation supporting further development. Together, this 10% formal learning provides a comprehensive approach. It helps individuals to remain updated and confident as well. Therefore, they can navigate their professional quest in the best possible way.

Why the Blended Learning Model Works?

Blending Learning for Maximum Impact

The 70-20-10 Development Strategy is effective because it seamlessly integrates multiple learning approaches, creating a well-rounded, impactful learning experience.

• 70% Experiential Learning – Tackles real-world challenges, allowing individuals to apply their knowledge and skills directly in their roles.
• 20% Social Learning – Encourages collaboration, mentorship, and peer interaction, enriching the learning process through shared experiences.
• 10% Formal Learning – Provides a structured foundation, ensuring employees gain essential theoretical knowledge to support their development.

Together, these components form a comprehensive framework that enhances both personal and professional growth, making learning more engaging and effective.

Addressing Different Learning Styles

Not everyone learns the same way, and that’s where the blended learning model excels. It caters to diverse learning preferences:

• Hands-on learners benefit from experiential, on-the-job experiences.
• Social learners thrive in collaborative settings with mentorship and peer discussions.
• Theoretical learners gain foundational knowledge through structured formal education.

By balancing these methods, the model ensures success for all learners, regardless of their preferred style.

The Power of Collaboration in Learning

A study by Towards Maturity and Charles Jennings found that:

• 90% of employees believe collaboration is crucial for effective learning.
• Only 37% consider formal education essential.

By embracing collaboration, the blended learning model allows employees to learn most effectively through real-world interactions, making it a highly beneficial approach to development.

Closing remarks

FAQs

1. How does the blended learning model benefit organizations?

The aforementioned learning model will help to enhance the skill development and engagement of the employees. It also aids in supporting affordable training solutions and promoting collaboration.

2. What tools support the implementation of the 70-20-10 development strategy?

Many tools are used to support the blended learning model. These consist of performance-tracking applications and collaboration platforms. It likewise comprises virtual training tools and mentorship applications.

3. What role does formal learning play in this learning model?

Structured knowledge is provided by formal education through workshops and certifications. It helps to complement social and experiential learning. It creates a comprehensive development approach without fail.

4. How can this learning model be adapted for remote or hybrid work environments? 

This learning model adapts to hybrid or remote work successfully. It does this via online collaboration tools as well as virtual tracking.