In trying to determine the most effective balance of learning approaches and activities, many organizations apply the 70-20-10 Learning Model. This model, developed by the Centre for Creative Leadership, has been adopted as a practical guideline for planning and learning and development for employees at all levels of organization.
Learning that results in behaviour change on the job is most effectively achieved when the learning experiences come from the three categories in roughly the 70-20-10 ratio.
Experiential Learning
Experiential Learning involves hands on experience with daily tasks and challenges. The application of theoretical knowledge in a practical environment.
Social Learning
Social learning happens through interactions with more experienced individuals for guided observation or guided practice. It is typically self-directed learning and is less structured than formal learning.
Formal Learning
Formal learning provides theory and facts, and is typically provided in a structured, classroom environment with defined learning objectives, and facilitated by a trained instructor.
Research has shown that people learn and retain more through informal channels than they do through formal means. When organizations can provide learners with a blend of these types of learning experiences, there is a greater likelihood that the new skills will transfer to the workplace and improve job performance.
Follow the links above to learn more about Experiential, Social, and Formal learning approaches and to find examples of AM competency management activities for each approach.
