Most workplace training programs look great on paper — glossy slide decks, well-crafted courses, even certificates at the end. But here’s the problem: they often don’t change much in practice. Employees attend the training, return to their desks, and quickly resume their old routines. Why? Because real development rarely happens in a vacuum. People grow the most when they’re solving real problems, learning from each other, and experimenting as they go.
This is where the 70:20:10 learning model comes in. It doesn’t just teach people — it transforms how organizations think about learning. Join Sereda.ai as we explore how to create a s a living ecosystem where skills are shaped by experience, connection, and context.
What Is the 70:20:10 Learning Model?
At its core, the 70:20:10 model breaks down learning into three interconnected parts:
- 70% — Experiential learning: The bulk of development happens on the job. This includes tackling stretch assignments, solving new problems, shadowing experts, and working through real-world challenges.
- 20% — Social learning: Mentorship, coaching, peer feedback, and collaborative discussions. This is where employees gain new perspectives, share knowledge, and accelerate learning through others’ experience.
- 10% — Formal learning: Traditional courses, workshops, certifications, and structured training. These provide foundational knowledge — but they’re only one piece of the puzzle.
For example, a marketing specialist might spend 70% of their development leading a new campaign (experiential), 20% receiving feedback from a senior strategist (social), and 10% completing an online analytics course (formal).
The beauty of this model lies in its shift in emphasis. Instead of pouring most of your resources into formal training (the least impactful layer), it encourages you to design learning experiences where the actual work becomes the classroom, supported by coaching and anchored by formal education.
Also read: Multichannel Learning: A Smarter Way to Upskill at Scale
Who Developed the 70:20:10 Learning Model?
The model originated in research by Morgan McCall, Michael Lombardo, and Robert Eichinger at the Center for Creative Leadership in the 1990s.
Their studies of high-performing managers revealed a surprising truth: most professional growth wasn’t coming from the training room. It came from navigating complex challenges, receiving feedback, and learning on the go.
This discovery flipped the traditional model of learning on its head. Instead of seeing formal training as the main event, it became one layer of a much broader, more organic development process. Over time, this insight has influenced everything from corporate leadership programs to modern workforce upskilling strategies.
The Business Benefits of the 70:20:10 Model
Why does this model matter beyond employee development? Because when done right, it directly strengthens organizational performance.
- Faster skill application: Unlike traditional training, where knowledge often sits unused, 70:20:10 ensures employees immediately apply what they learn on the job. This accelerates the time between learning and impact — a crucial advantage in fast-moving industries.
- More agile teams: Experiential and social learning help employees adapt quickly to changing priorities. They don’t just know what to do; they learn how to navigate the unknown, making teams more resilient in the face of disruption.
- Deeper knowledge retention: Studies show that people forget up to 70% of training content within a week if it isn’t reinforced. By embedding learning into daily work and peer interactions, 70:20:10 drastically improves retention.
- Improved engagement and retention: People stay where they grow. Providing meaningful learning opportunities — especially through real work and mentorship — increases employee loyalty and reduces costly turnover.
- Better leadership pipelines: Stretch assignments and coaching naturally surface high-potential talent, preparing them for leadership roles without the need for separate, resource-heavy programs.
In short, the 70:20:10 model doesn’t just build skills — it builds a workforce that performs, adapts, and thrives in complex business environments.
Also read: Hyper-personalization in Employee Learning: A Comprehensive Guide
Practical Use Cases of the 70:20:10 Model
The strength of the 70:20:10 model is in its flexibility — it can support everything from onboarding to leadership development. Here are some practical ways organizations use it:
| Use Case | How 70:20:10 Applies | Why It Works |
| Onboarding new hires | 70% shadowing and taking on real tasks, 20% mentorship with experienced team members, 10% structured training | Accelerates integration and reduces time-to-value |
| Upskilling for new tools/processes | 70% hands-on projects using the new tool, 20% peer coaching and knowledge-sharing, 10% e-learning or workshops | Ensures quick adoption and builds confidence |
| Leadership development | 70% leading cross-functional projects, 20% executive coaching and peer groups, 10% leadership courses | Builds real-world leadership capacity faster |
| Performance improvement | 70% applying feedback to live projects, 20% regular check-ins with mentors, 10% targeted training sessions | Turns feedback into measurable progress |
| Preparing for promotions | 70% stretch assignments, 20% mentoring by senior leaders, 10% formal skill development programs | Creates a ready pipeline for internal advancement |
By structuring learning this way, organizations don’t just provide education — they embed growth directly into the flow of work, making it stick and deliver faster ROI.
How Do You Use the 70:20:10 Learning Model?
Knowing the model is one thing. Applying it is another. Here’s how to make it work in practice:
- Turn real work into learning labs: Assign projects that stretch people beyond their comfort zones. Pair newer employees with veterans on high-stakes tasks. Rotate responsibilities so no one stays stuck in one lane.
- Build social learning into the workflow: Create mentorship programs. Encourage regular feedback loops, peer reviews, and knowledge-sharing sessions. Consider “learning circles” — small groups that meet to discuss challenges and share solutions.
- Make formal training contextual and bite-sized: Instead of week-long generic seminars, design targeted, on-demand learning modules. Tie every formal course to an immediate business need so it feels relevant and actionable.
- Close the loop with reflection: After a project or training, carve out time for debriefing. Ask: What worked? What could be improved? What skills did you gain? Reflection cements learning.
- Make it visible: Use tools to document what’s being learned — from project takeaways to feedback insights. This turns individual growth into shared organizational knowledge.
When implemented this way, the model shifts learning from “occasional events” to continuous evolution.
Best Tools to Support the 70:20:10 Model
The 70:20:10 model works best with the right digital support — not to replace experiential and social learning but to make it organized, trackable, and accessible.
- Learning Management Systems (LMS): For delivering and tracking the “10%” of formal learning while supporting collaboration through forums, feedback, and mentorship features. Tools like Sereda Learning combine structured training with spaces for peer exchange, bridging formal and social learning.
- Knowledge Bases & Collaboration Hubs: Centralized platforms for documenting processes, sharing insights, and making expertise easy to find. Sereda Base, for instance, helps turn individual know‑how into a shared resource that supports everyday learning.
- Feedback & Performance Tools: To reinforce learning through regular coaching, check-ins, and progress reviews.
- Project & Task Management Systems:To structure experiential learning and capture key takeaways from real-world projects.
Together, these tools turn the 70:20:10 approach into a living, measurable learning ecosystem.
Conclusion
The 70:20:10 model reimagines learning as a continuous experience — shaped by real work, strengthened by peers, and anchored in purposeful education.
In a world where skills quickly become outdated, this approach turns learning into a competitive edge, building teams that adapt and lead through change.
If you’re ready to make learning part of everyday work, explore how solutions like Sereda Learning and Sereda Base can bring this model to life!