70:20:10 Learning Framework

                                                     

Senge in 1990 stated that learning organization achieves competitive advantage by managing change created both internally and externally and continuously learns through its members (Sudharatna and Li, 2004).  Therefore it is important to have a learning framework in a learning organization. The 70:20:10 concept of learning framework was first developed by Morgan McCall, Robert Eichinger and Michael Lombardo in 1990’s (Becker and Bish, 2016).

Figure 1: 70:20:10 learning framework

Source: Jennings and Wargnier (2011)

As explained by the above figure, in this 70:20:10 learning framework, 70% of learning is coming from experience, 20% learning comes from others and 10% learning comes from formal learning (Rabin, 2013).  According to Wentworth (2015), survey done by Brandon Hall group found that more than 150 organizations across the global is adhering this 70:20:10 concept.  In 2012, Globalco in Malaysia introduced this concept through their leadership development program to their managers (Nazarudin, 2015).  This concept of learning has been practicing by top organizations such as Microsoft, Coca cola, Bank of America, American Express, HP and Wal-Mart and Google.  Through this model work and learning are amalgamated (Jennings and Wargnier, 2011).  The below video also clearly explains the 70:20:10 learning framework.

Video 1: 70:20:10 Model for learning

Source: Infopro Learning (2016)

 70% of Experiential Learning

Nature of experiential learning has been well defined in Kolb’s learning cycle which is using in management education as a main theoretical model (Cunningham, 1994 cited in Vince, 1998).  According to Kolb “learning is a process whereby knowledge is created through transformation of experience” (Bergsteiner et al.,2010,p.30).  Kolb’s experiential learning cycle four components are "Concrete Experience, Reflexive Observation, Abstract Conceptualization and Active Experimentation" (Turesky and Wood, 2010,p.3).  Entering of the cycle can be done at any point but sequence has to be followed (Healey and Jenkins, 2000).  Further they stated that a learner has to follow this cycle multiple times until the leaner gets the capability of doing the assigned work.

 Figure 2: Kolb’s Learning Cycle

Source: McLeod (2013)

1. Concrete Experience – This is considered to be the basis of the learning process where the adaptability has been used for lesson learning (Akella, 2010). According to McLeod (2013) concrete experience means confronting of a new experience of a situation and repeating of current experience.
2. Reflective observation – For experiential learning reflective observation is very important. Through this stage a learner can convert from uncertainty to clarity (Moore et al., 2010).
3.  Abstract Conceptualization – Apply theory to the observations or reflections made during earlier stage (Akella, 2010).
4. Active Experimentation – Apply the learned theories practically to perceive results (McLeod, 2013)

20% of Learning and Development through Others

Figure 3: Methods of learning and development through others

                                 Source: Vallejo and Wehn (2016) 

According to the above figure given by Vallejo and Wehn (2016), 360 degree feedback which is receiving from peers, managers and lower staff enhance learning and development as it provides formal and informal feedback and opinion from others, learning from teams, coaching from managers, involve in group discussions.  In this frame work of learning 20% can be considered as social learning where a person learn through coaching , mentoring and interaction with subordinates (Pascale, 2015).  Many large organizations favour for informal learning such as temporary assignments, job rotations, learning through team work, coaching from superiors and 360 degree feedback (Cunningham and Hillier, 2013).  Learning from others with more experience and management skills considered to be most preferred method of informal learning (Becker and Bish, 2016).  

10% of Formal Learning 

 Figure 4: Formal learning methods

                                                         Source: Vallejo and Wehn, 2016

According to the above figure, formal education providing with a learning objectives such as professional qualification courses, workshops, seminars and e-learning can be taken into 10% category (Vallejo and Wehn, 2016).  Cunningham and Hillier (2013) stated that the formal education involves workshop, seminars, e-learning or a course structured with learning objectives.  10% of this 70:20:10 learning framework focuses mainly on coursework and training (Becker and Bish, 2016). 

Reference  

Akella, D. (2010) Learning together: Kolb’s experiential theory  and its application. Journal of Management and Organization, 16, pp.100-112 [Online]. Available at <www.researchgate.net.>. [Accessed on 16^th November 2018].

Becker, K.L and Bish, A. (2016) Management development approach: the role of informal learning: 30^th Annual ANZAM Annual Conference, Brisbane 6-9 December 2016. Brisbane: Queensland University of Technology. Available at:< https://eprints.qut.edu.au/114035/>. [Accessed on 26^th November 2018].

Bergsteiner, H., Avery, G. C and Neumann, R. (2010) Kolb’s experiential learning model: critique form a modeling perspective. Studies in Continuing Education, 32(1), p.30.

Cunningham, J and Hillier, E. (2013) Informal learning in the workplace: key activities and processes. Journal on Education and Training, 55(1), pp. 37-51.

Healey, M and Jenkins, A. (2000) Kolb’s experiential learning theory and its application in geography in higher education. Journal of Geography, 99, pp.185-195 [Online]. Available at www.researchgate.net/publication/233121264.>. [Accessed on 16^th November 2018].

Infopro Learning (2016) 70:20:10 Model for learning [Online].  Available at < https://www.youtube.com/watch?v=lV4wq9LUAJs>. [Accessed on 4th November 2019].

Jennings, C. and Wargnier, J. (2011) Effective learning with 70:20:10. [pdf]. Available at : < http://www.crossknowledge.net/crossknowledge/whitepapers/effective-learning-with-70_20_10-whitepaper.pdf>. [Accessed on 26^th November 2018].

Mcleod, S.A. (2013) Kolb learning styles. Simple Psychology [Online]. Available at < www.simplypsychology.org/learning-kolb.html.>. [Accessed on 16^th November 2018].

Moore, C. Boyd, B.L and Dooley, K.M. (2010) The effects of experiential learning with an emphasis on reflective writing on deep level processing of leadership students. Journal of Leadership Education, 9(1), pp.36-52 [Online]. Available at <www.researchgate.net.>. [Accessed on 16^th November 2018].

Nazarudin, M. (2015) How 70:20:10 enhances workplace learning: the practitioner perspective. International Coaching Psychological Review, pp.1-17 [Online]. Available at < http://www.academia.edu/18960205/dissertation_How_70_20_10_enhances_workplace_learning>. [Accessed on 21^st November 2018].

Rabin, R. (2013). Blended learning for leadership: The CCL approach. [pdf]. Available at <http://insights.ccl.org/wp-content/uploads/2015/04BlendedLearningLeadership.pdf>. [Accessed on 7^th November 2018]. 

Sudharatna, Y and Li, L. (2004) Learning Organization characteristics contributed to its readiness to change: a study of the mobile phone service industry. Managing Global Transitions, 2(2), pp.163-178. 

Turesky, E. F and Wood, D. R.(2010) Kolb’s experiential learning as a critical frame for reflective practice. Academic Leadership Online Journal, 8(3), [Online]. Available at <www.researchgate.net/publication/ 288376815.>. [Accessed on 16^th November 2018].

Vallejo, B and Wehn, U. (2016) Capacity development evaluation: the challenge of the results agenda and measuring return on investment in global south. World Development, 79, pp. 1-13 [Online]. Available at < http://dx.doi.org/10.1016/j.worlddev.2015.10.044>. [Accessed on 26^th November 2018].

Vince, R. (1998) Behind and beyond kolb’s learning cycle. Journal of Management Education, 22(3), pp.304-319 [Online]. Available at < www.researchgate.net/publication/249669256_Behind_and_Beyond_Kolb's_Learning_Cycle/download.>. [Accessed on 16^th November 2018].

Wentworth, D. (2015). The 70:20:10 framework: Formalizing the informal. [pdf]. Available at< http://www.brandonhall.com/blogs/brandon-hall-group-research-published-march-9-13/>. [Accessed on 12^th November 2018].