What happens if you don’t follow the 70 20 10 rule?

If you don’t follow the 70 20 10 rule, you may miss out on a balanced approach to learning and development, which can lead to less effective skill acquisition and slower career growth. This rule suggests that 70% of learning comes from on-the-job experiences, 20% from interactions with others, and 10% from formal educational events. By not adhering to this guideline, you might overly rely on one method, such as formal training, which could limit practical application and peer learning opportunities.

What is the 70 20 10 Rule?

The 70 20 10 rule is a model for learning and development. It emphasizes that:

• 70% of learning occurs through real-life and on-the-job experiences.
• 20% comes from social interactions, such as coaching and mentoring.
• 10% is derived from formal educational settings, including courses and classroom training.

This model is widely used in corporate training programs to create a well-rounded skill development strategy.

Why is the 70 20 10 Rule Important?

The 70 20 10 rule is important because it provides a comprehensive approach to learning that combines practical experience, social learning, and formal education. This blend ensures that individuals are not only gaining theoretical knowledge but also applying it in real-world scenarios and learning from their peers.

• Enhances practical skills: By focusing on on-the-job experiences, individuals can develop skills that are directly applicable to their roles.
• Encourages collaboration: Social learning fosters a collaborative environment where knowledge is shared, leading to innovation and problem-solving.
• Balances learning methods: By incorporating formal education, individuals can stay updated with the latest theories and practices in their field.

Consequences of Not Following the 70 20 10 Rule

Limited Practical Experience

Relying too heavily on formal education (the 10%) without adequate on-the-job experiences (the 70%) can result in a lack of practical skills. This imbalance can make it difficult for individuals to apply theoretical knowledge effectively in real-world situations.

Reduced Social Learning Opportunities

Neglecting the 20% of learning that comes from interactions with others can limit personal growth. Social learning offers opportunities to gain insights from peers and mentors, which can enhance understanding and foster professional relationships.

Overemphasis on Formal Education

Focusing too much on formal training can lead to a knowledge gap in practical application. While courses and seminars provide valuable information, they often lack the context and immediacy of real-world experiences.

Practical Examples of the 70 20 10 Rule

Example 1: Employee Development

An employee who spends 70% of their time on projects, 20% in team meetings and mentoring sessions, and 10% attending workshops or courses is likely to develop a well-rounded skill set. This approach ensures they are learning by doing, receiving feedback from peers, and staying informed about industry trends.

Example 2: Leadership Training

A leadership program that incorporates job rotations (70%), peer networking events (20%), and leadership seminars (10%) can effectively prepare individuals for management roles. This combination allows future leaders to gain hands-on experience, learn from others, and understand leadership theories.

How to Implement the 70 20 10 Rule

• Create opportunities for experiential learning: Encourage employees to take on challenging projects or roles that push their boundaries.
• Foster a culture of collaboration: Set up mentoring programs and peer learning groups to enhance social learning.
• Invest in formal training: Offer courses and workshops that complement hands-on experiences and peer learning.

People Also Ask

What are the benefits of the 70 20 10 rule?

The 70 20 10 rule offers a balanced approach to learning, enhancing practical skills, fostering collaboration, and providing theoretical knowledge. It ensures that individuals are well-equipped to handle real-world challenges by integrating learning from experiences, social interactions, and formal education.

How can companies apply the 70 20 10 rule?

Companies can apply the 70 20 10 rule by creating job roles that encourage learning through doing, setting up mentoring and coaching programs, and providing access to formal training courses. This approach ensures that employees develop a comprehensive skill set.

Is the 70 20 10 rule applicable to all industries?

Yes, the 70 20 10 rule is versatile and can be applied across various industries. While the specific implementation may vary, the core principle of combining experiential, social, and formal learning remains relevant in sectors ranging from technology to healthcare.

Can the 70 20 10 rule be customized?

Absolutely. The 70 20 10 rule can be adjusted to fit the unique needs of an organization or individual. The key is to maintain a balance that supports effective learning and development, even if the percentages are slightly altered.

What is the origin of the 70 20 10 rule?

The 70 20 10 rule originated from research conducted by the Center for Creative Leadership, which found that successful managers typically learned through a combination of on-the-job experiences, social interactions, and formal education. This model has since been adopted widely in organizational development.

Conclusion

Not following the 70 20 10 rule can lead to an unbalanced approach to learning, potentially hindering career growth and skill development. By integrating experiential, social, and formal learning, individuals and organizations can foster a more effective and comprehensive learning environment. For more insights on effective learning strategies, explore topics like "The Benefits of Experiential Learning" and "How to Create a Mentoring Program at Work."