The 70-20-10 Model for Learning and Development is a well-known formula that's been around since the 80s. It's considered to be one of the best guidelines for companies looking to increase the effectiveness of their learning programs, meant to describe how learners learn. It's also sometimes referred to as the OSF model (on-the-job, social, formal).
On-the-Job (Hands-On Experience):
70% of what we learn comes from hands-on experience, such as when we learn new things while working, overcoming challenges and refining our skills. This could also occur while interacting with other colleagues, talking through things, learning from mistakes or receiving feedback.
Social (Learning from Others):
20% of what we learn is social, through coaching, mentoring or other interactions with peers. Encouragement and feedback are huge parts of this method.
Formal:
10% of what we learn comes from formal training, such as classroom settings, instructor-led trainings, eLearning courses or other formal programs.
The Modern Reality of 70-20-10
An interesting study conducted in 2018 by the Training Industry, Inc. found that in more recent years, this seems to be more of a 55-25-20 model.
Regardless of the formula, as learning professionals, our focus is mainly on the formal aspect of learning and development. But since less learning happens in those formal settings, the question arises...
How can we make formal learning more impactful so that it better supports the informal learning that happens on the job or through social interaction?
Strategies to optimize formal learning
Put context into the content
If learners don't know anything about the content, they have no frame of reference to put the pieces together. Their brain has a harder time making the connections and finding the right place to store the information. To put context into the content, you could:
- Include pre-work: Include pre-work before a course, such as reading materials, introductory videos, or self-assessments. This helps learners mentally prepare for the training content, making it easier for them to absorb and apply during the actual session. When learners can activate prior knowledge, they create stronger neural connections that improve retention.
Identify the benefits
We're all familiar with WIFFM: What's in it for me? But we may sometimes forget to include this critical piece of the puzzle in training. If the learner isn't able to connect why the information they're learning is important, it's more likely to go in one ear and out the other. To help learners identify the benefits:
- Answer the following questions: How will they use this information? Why should they pay attention?
- Encourage learners to reflect: What challenges are they currently facing related to this topic? What do they already know about the topic, or what questions do they have?
Encourage critical thinking
Critical thinking builds upon the WIFFM and helps learners identify how to use and apply the information they're learning. It also helps them to think beyond what they've learned, and to use the information in a variety of settings and situations. To encourage critical thinking:
- Allow learners to problem solve and troubleshoot: Build in challenging activities and scenarios so learners can apply what they've learned. Don't make the answers too obvious - there's no benefit to it and it actually dissuades learners from learning. If it's too simple, they'll simply glaze over the information and it won't get stored anywhere in their brains for future recall. Allow them to make decisions, even if it's the wrong one, and learn from the consequences.
- Ask "What if" questions: If you don't have the resources available to build out scenarios, asking "What if" questions can be just as effective. Ask learners to think about the consequences if someone were to follow a process incorrectly, or what might happen if something broke, or a customer complained, etc. Be careful not to provide them with possible answers - the goal is to get THEM to think critically about the scenario. Many times learners are simply provided multiple-choice questions, but allowing open responses allows learners to think of their own ideas and make the connections themselves.
Allow opportunities for failure
In the real world, if we do something wrong, we most likely won't do it again. I remember when I first started in HR, I ended up sending paperwork for a salary increase to the wrong person. I quickly learned from that mistake. Our learners are the same way. We need to allow them opportunities to fail so they can learn from the mistake.
- Build in mistakes: Build mistakes into your learning programs and allow the learner to find them. This could be through case studies, role-play or scenario-based interactions. Ask learners what went wrong and how it could be done differently.
Implementing these suggestions puts you on the right path to optimizing formal learning. They help the learner to build connections, think critically about the information, retain it and be able to recall and utilize it while on-the-job. By incorporating these into your learning programs, you'll be able to increase the effectiveness of your training and help your learners accelerate their formal learning.
Are you interesting in incorporating any of these strategies into your learning programs? Contact us today to discuss how we can optimize learning for your employees!
