What Is the\u00a070:20:10 Rule?<\/h2>\n
The 70:20:10 learning model<\/a> was developed by Morgan McCall, Robert Eichinger, and Michael Lombardo at the Center for Creative Leadership in the mid-1990s. They surveyed almost 200 executives about their learning philosophy. The results were pretty surprising, and caused a notable shift in the learning world.<\/p>\n The survey states that learning should come from a variety of sources:<\/p>\n It\u2019s been a while since then, yet the 70:20:10 model has stood the test of time, and is still often used to define the ideal balance for how to train employees. Let\u2019s translate the survey data into corporate language and try to understand how to apply it in a work environment.<\/p>\n Together, these two types comprise informal learning, which occurs outside a classroom environment.<\/p>\n Now that you know what the 70:20:10 framework represents in the corporate environment, let\u2019s see why many L&D professionals find it beneficial.<\/p>\n Now we\u2019ll consider each ingredient of the learning \u201cpie\u201d in greater detail and see how you can enhance each of them with modern technologies. Let\u2019s start with big to small and find out what experiential learning means.<\/p>\n Just as children learn through play, adults learn best by doing. According to a study conducted by Edgar Dale, adults retain 80% of what they personally experience. So, this part of the 70:20:10 model suggests that you can\u2019t learn anything if you don\u2019t try it first. However, sometimes, instead of learning in a real-life situation, you can use certain innovative ways to develop your skills.<\/p>\n How to enhance learning with technology<\/strong><\/p>\n Virtual Reality<\/strong><\/p>\n Virtual reality is an ideal solution for corporate training in manufacturing, energy, defense, and other industries where the workplace can be dangerous. With VR, people can practice their skills until they are confident in them, and then start the job with confidence.<\/p>\n For example, The Palm Beach Gardens Fire Rescue department in Florida<\/a> uses VR to prepare trainees for real-life emergencies. During the simulation, potential firefighters need to rescue people from a virtual fire and provide first aid.<\/p>\n Augmented Reality<\/strong><\/p>\n Augmented reality can drive employee engagement just as much as virtual reality. But compared to VR, it\u2019s much more affordable. That\u2019s the reason why AR technology is most often used for training.<\/p>\n AR is especially promising in the area of medical education. Use cases of AR technology include creating human body models that allow medical students to learn anatomy and simulations like practicing surgeries on virtual patients.<\/p>\n Dr Anthony Skip Basiel<\/p>\n<\/div>\n<\/div>\n Interactive video<\/strong><\/p>\n Another way to develop tacit knowledge is through web video that employs scenario-based learning design. This case-study approach provides open situations for the learner to make decisions and reflect on the process. The interaction comes from places in the \u2018story\u2019 where there is a choice to be made. The learner\u2019s prior knowledge and decisions result in meaningful consequences.<\/p>\n See an example of an interactive video<\/a> with this CPR simulation.<\/p>\n Social learning is not a new notion. Information has been handed down from generation to generation since time immemorial. We learn when we talk to other people, ask questions, and share our knowledge. In recent years, the concept of peer-to-peer learning<\/a> has been gaining popularity as an accepted practice in the workplace.<\/p>\n How to enhance learning with technology<\/strong><\/p>\n Social media<\/strong><\/p>\n In the modern interconnected world dominated by social media, it\u2019s become par for the course to share things we find interesting and useful. People use social media not only for personal communication, but also for professional and pedagogical purposes. For example, with Facebook, you can:<\/p>\n For instance, PayPal has a private group on Facebook where mentors upload learning content and host short classes, and employees share their insights and discuss recent information on ongoing projects.<\/p>\n Some educators use YouTube for employee learning. For example, IBM have an entire YouTube channel where employees can watch video tutorials and other learning materials.<\/p>\n Dr Anthony Skip Basiel<\/p>\n<\/div>\n<\/div>\n Learner-generated content<\/strong><\/p>\n Another variation of social employee learning is the British Telecom project: Dare-to-share<\/a>. Staff were encouraged to identify issues they encounter at work. Using smartphones, they make short videos to explain how they solved a problem and show what to do. Not only is this bottom-up, learner-generated Web 2.0 model a shift in ownership of content, it helps employees become evangelists to promote their knowledge.<\/p>\n Though formal training makes up only 10% of the 70:20:10 model, it\u2019s the starting point from which other types of learning can grow. If the foundation is firm, you can be sure that the experiential and peer-to-peer learning that follows will be successful.<\/p>\n Formal learning is the knowledge upon which informal learning is built. However, it also can act as a booster, accelerating what has been learned through on-the-job experience and interpersonal communication, so it can be used as a supportive tool for achieving good learning results.<\/p>\n How to enhance learning with technology<\/strong><\/p>\n eLearning<\/strong><\/p>\n Not so long ago, employees were sent off to classroom courses for training, but eLearning technology<\/a> is making traditional corporate learning a thing of the past. Compared to instructor-led training, online learning is more beneficial. At the very least, it saves your company money, allows you to personalize the learning process, and boosts employee morale.<\/p>\n A better way to deliver formal learning is to use a learning management system (LMS)<\/a>. Let\u2019s take iSpring LMS as an example to see how to organize online training in just three steps:<\/p>\n Using an LMS is a good idea for delivering product knowledge training<\/a>, sales and support skills training, new hire orientation, and channel partner training. To learn how it works, read this article about corporate LMSs<\/a>.<\/p>\n Blended learning<\/strong><\/p>\n Blended learning<\/a> is a formal educational program that combines traditional teaching methods with digital learning.<\/p>\n For instance, this approach is used by a large iron and steel company called NLMK. They created a talent pipeline training program<\/a> that they use to develop high-potential employees for the position of foreman. At first, employees go through face-to-face training on key efficiency indicators. Then, they view courses on the NLMK Group facilities, the production process flow, the internal business processes, and key regulations. In the final stage, employees have a mix of online courses and in-class training on soft skills.<\/p>\n Here, an LMS can be helpful, not only for delivering online training, but also for scheduling face-to-face classes. For example, iSpring LMS has a calendar that allows employees to see which events are planned, automatically invites learners, reminds them about the event, and drops them a line if there are any changes.<\/p>\n Dr Anthony Skip Basiel<\/p>\n<\/div>\n<\/div>\n Webinars<\/strong><\/p>\n Web video conferencing is a powerful way to promote blended social learning. Many webinar platforms support live video, text chat interactive whiteboards, note-taking, real-time voting\/surveys\/quizzes, and PowerPoint slides. Plus, sessions can be recorded to capture the event for people who missed the webinar or want to revisit it. This is a great way to support your virtual teams.<\/p>\n Mobile learning<\/strong><\/p>\n Many employees believe that training doesn\u2019t have to stop after working hours. Also, most employees value the ability to learn anytime and anywhere, so mobile learning is a win-win both for companies and the people they employ.<\/p>\n Some companies have already learned from their own experience that it\u2019s much more effective to let your employees take a course remotely, on their own schedule, than to keep them chained to their desks after work.<\/p>\n For example, Oticon, Inc., the global hearing aid manufacturer, allows their employees to learn at their own pace from mobile devices. They train their staff with iSpring LMS, which has a free native mobile app. With the app, learners can take courses anytime and anywhere, even offline.<\/p>\n If you\u2019re considering adopting mLearning in your company, read our guide about how to create a mobile learning strategy<\/a>.<\/p>\n If the 70-20-10 framework is a brand-new approach for your organization, it can be hard to implement. And this is where you need a well-developed plan. A strategic plan will help you set specific training goals to achieve them faster and prepare a realistic vision of how this learning model will work in your corporate environment. So let\u2019s see which specific steps to take to make the process run more smoothly.<\/p>\n What is the application of the 70-20-10 rule in your workforce training environment intended to address? Is it a performance gap? Is it a knowledge gap? Is it to master a skill that will make the staff more productive? Regardless, you need to define the purpose \u2013 why you need to implement it \u2013 and make sure it is clear and really worth the investment of time and money.<\/p>\n After you have defined an overall goal, establish expected training outcomes \u2013 what must your employees achieve at the end of the training. For example, if your purpose is to improve the performance of your customer service agents, you might set up the following outcomes:<\/p>\n In order to achieve the organization\u2019s goals and objectives through the 70-20-10 model, you need to align each outcome you want to accomplish with a specific type of learning (experiential, social, or formal) and a training method (e.g., eLearning, mentoring, or virtual reality).<\/p>\n Let\u2019s return to our customer service training theme<\/a>. To help your team improve their product knowledge<\/a>, you can enroll them in an online course that will provide all the necessary information about a product. To teach them the right body language, you can assign a mentor. And if you want your customer service agents to improve their communication skills and learn to handle difficult client situations with ease, you can train them with role-playing scenarios<\/a>, either face to face or online.<\/p>\n Now that you know exactly what goals you want to reach and how you want to reach them, it\u2019s time to decide what tools you need in order to bring your plan to life. See what you already have in place and define the gaps that you need to fill. Here are some tools you may need:<\/p>\n A project management tool. To manage training projects and deliver them on time and within your budget may not be that easy. This is where a project management tool can help. Tools like Trello, Workzone, and Proofhub can help you ensure that all training tasks are assigned to teammates on time and deadlines are met.<\/p>\n\n
\n
\n
Benefits of Using the 70:20:10 Learning Model<\/h2>\n
\n
Too much to read? Get a summary from AI<\/h3>\n \n
How to Implement the 70:20:10 Learning Model in Your Learning Workflow<\/h2>\n
Experiential Learning (70%)<\/h3>\n
![\"Dr](\"https:\/\/www.ispring.com\/knowledge-hub\/wp-content\/uploads\/2026\/03\/Dr-Anthony-Skip-Basiel.webp\" "\\"\\"")
\nSocial Learning (20%)<\/h3>\n
\n
\nFormal Learning (10%)<\/h3>\n
\n
![\"\"\/](\"https:\/\/www.ispring.com\/knowledge-hub\/wp-content\/themes\/ispring-blog-flat-bootstrap\/images\/float_block\/lms-banner.webp\")
\n <\/a>\n<\/div><\/span><\/p>\n![\"iSpring](\"https:\/\/www.ispring.com\/knowledge-hub\/wp-content\/uploads\/2026\/03\/iSpring-LMS-Event-Calendar.webp\")
<\/div>\n\n![\"Example](\"https:\/\/www.ispring.com\/knowledge-hub\/wp-content\/uploads\/2026\/03\/Example-of-mobile-learning.webp\" "\\"Oticon\\"")
<\/div>\nHow to Create a 70-20-10 Development Plan<\/h2>\n
Define goals and expected training outcomes<\/h3>\n
\n
Develop a strategy<\/h3>\n
Invest in the right tools<\/h3>\n
\n
\n