The 70-20-10 Model Explained: How You Can Use It to Learn Faster at Work

Katharina Mustad
3 days ago
3 min read

Stacked open books with sparkling pages and floating light atop. Grey background with a magical, mystical vibe.

The 70-20-10 model is one of the most widely referenced frameworks in learning and development — but it’s also one of the most misunderstood. Some think it’s a strict rule. Others think it’s outdated. But the truth? It’s a simple, practical way to understand how people actually learn at work.

And the best part: you don’t need a training program or a big budget to use it. You can start applying it in your own workday immediately.

Let’s break it down in a clear, no-nonsense way.

What the 70-20-10 model really means

The model suggests that we learn roughly:

70% from doing - real work, stretch tasks, challenges, problem-solving
20% from others - feedback, mentorship, collaboration, role modelling
10% from formal learning — courses, classes, workshops, certifications

These are not hard percentages. They simply reflect something very intuitive: most growth comes from experience, supported by people, enhanced by training.

And that’s why the model has lasted for decades.

How to use the 70%: Turn everyday tasks into learning opportunities

Real work is where the biggest learning happens. This doesn’t mean taking on overwhelming challenges - it means making the work you already do slightly more intentional.

Try today:

Take on a task that’s 10–20% outside your comfort zone
Volunteer for something you’re curious about
Ask to shadow someone for an hour
Focus on how you’re doing things, not just getting them done

The goal isn’t perfection. It’s exploration.

How to use the 20%: Learn through people, not just information

You learn faster when you talk to others, observe them, ask questions, and get feedback. This is the “social learning” part - and it’s more powerful than people think.

Try today:

Ask a colleague, “How would you approach this?”
Request quick feedback after a task
Pair up with someone who has a skill you admire
Share what you’ve learned with a teammate — teaching reinforces your own learning

People accelerate people. It’s that simple.

How to use the 10%: Keep formal learning small but targeted

Courses are helpful - they just aren’t the main event. Formal learning gives you concepts, language, and structure. Experience and people help you apply those concepts.

Try today:

Pick a short, relevant micro-course instead of an all-day training
Focus on one concept you want to apply immediately
Write down one “do tomorrow” idea after any course
Share the key takeaway with someone to reinforce it

Training works best when it fuels action, not information overload.

Putting it all together in your daily work

If you want to grow faster at work, try this simple weekly habit:

Pick one small challenge (70).
Ask one person for input or feedback (20).
Choose one short piece of content to learn from (10).

That’s it. Consistent tiny steps build real skill.

The magic of the 70-20-10 model is not in the numbers — it’s in the mindset: Learning is happening all the time. You just need to tap into it.

Final takeaway

The 70-20-10 model works because it reflects how people naturally develop skills:

By doing,
By connecting,
By learning intentionally.

You don’t need permission or a program to start applying it. You just need curiosity and a willingness to try something new.

Sources:

70-20-10 & Experiential Learning Research

Lombardo, M. M., & Eichinger, R. W. (1996). The Career Architect Development Planner. Lominger.
DeRue, D. S., & Wellman, N. (2009). Developing leaders via experience: The role of developmental challenge, learning orientation, and feedback availability. Journal of Applied Psychology, 94(4), 859–875.

Social Learning & Feedback

Bandura, A. (1977). Social Learning Theory. Prentice-Hall.
Carless, D., & Boud, D. (2018). The development of student feedback literacy. Assessment & Evaluation in Higher Education, 43(8), 1315–1325.

Formal Learning & Learning Transfer