70:20:10 Learning Model

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The 70:20:10 learning model is a widely referenced framework in corporate L&D that describes how professionals develop their capabilities. It proposes that approximately 70% of learning comes from on-the-job experience, 20% from interactions with others (coaching, mentoring, peer learning), and 10% from formal structured training (courses, workshops, eLearning). The model was developed by Morgan McCall, Robert Eichinger, and Michael Lombardo at the Center for Creative Leadership in the 1980s.

Breaking Down the Three Components

• 70% — Experiential learning: Real work assignments, stretch projects, problem-solving, on-the-job challenges, and making decisions with real consequences. The richest source of development — but only when accompanied by reflection and feedback.
• 20% — Social learning: Learning from and with others — managers, coaches, mentors, peers, and professional networks. Feedback conversations, observation, job shadowing, and collaborative work all fall in this category.
• 10% — Formal learning: Structured training programmes — eLearning courses, classroom workshops, certifications, and reading. Necessary for foundational knowledge, but insufficient on its own for behaviour change.

What the 70:20:10 Model Means for L&D Teams

The model challenges L&D professionals to design for the full 100%, not just the 10%. If formal training is the only investment an organisation makes in learning, it is investing in the least impactful component. The model suggests prioritising on-the-job learning design (meaningful assignments, reflection structures, performance support tools) and social learning infrastructure (coaching programmes, mentoring, communities of practice) alongside — not instead of — formal training.

Modern AI-powered LMS platforms support all three components: formal eLearning (10%), AI roleplay and peer discussion forums (20%), and performance support tools accessible in the flow of work (contributing to the 70%).

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