Learning at work no longer follows a fixed pattern. People pick up skills while solving problems, talking to peers, and taking on responsibilities that stretch their thinking. Formal training still matters, but it no longer sits at the center of growth. This shift has prompted many organizations to rethink how learning truly happens, which is why the 70-20-10 rule continues to gain attention across industries.
The 70-20-10 rule is simple. Most learning comes from experience, not classrooms. People grow when they apply knowledge, receive feedback, and learn through daily work. As roles become more fluid and expectations change faster than before, this approach feels practical rather than theoretical.
Today, learning is less about collecting certificates and more about building confidence, judgment, and adaptability. In this article, you will understand how this framework works, why it still matters, and how organizations and individuals can apply it effectively.
Understanding The Rule
The 70-20-10 rule is a learning and development framework that breaks learning into three sources. Seventy percent comes from hands-on experience. Twenty percent comes from learning with and through others. Ten percent comes from formal education, such as courses or training programs.
This model emerged from leadership development research examining how successful professionals actually learn over time. The results showed that formal education played a more minor role than expected, while experience and social interaction drove long-term growth.
What makes this model relevant today is its flexibility. It does not reject formal learning. Instead, it places it in context. Learning works best when theory supports action and when feedback supports improvement.
The Seventy Percent: Learning Through Experience
The most significant part of learning under the 70-20-10 rule occurs through direct experience. This includes everyday tasks, problem-solving, decision-making, and dealing with outcomes.
Experience-based learning is powerful because it forces application. People move beyond understanding concepts to using them in real situations. Over time, this builds confidence and judgment.
Examples of experience-based learning include:
- Taking ownership of a new project
- Handling difficult conversations with clients or team members
- Solving unexpected problems under pressure
- Learning from mistakes and adjusting the approach
This type of learning is even more critical. Roles change quickly, and employees are expected to adapt without lengthy preparation. Experience enables real-time learning without waiting for formal instruction.
The Twenty Percent: Learning From Others
The 20% in the 70-20-10 rule comes from interaction with people. This includes feedback, mentoring, coaching, and peer discussions.
Learning from others helps fill gaps that experience alone cannot address. Feedback highlights blind spots. Observation shows alternative ways to handle challenges. Conversations offer a perspective that books often miss.
Social learning often happens through:
- One-on-one mentoring sessions
- Manager feedback and performance discussions
- Peer collaboration and shared problem solving
- Informal conversations and knowledge sharing
With remote and hybrid work now common, social learning has evolved. Video calls, internal communities, and messaging tools support constant exchange. The model still holds strong because learning remains deeply human.
The Ten Percent: Role of Formal Learning
Formal education makes up the smallest part of the 70-20-10 rule, but it plays a critical supporting role. Courses, workshops, and structured programs provide foundational knowledge and shared language.
This ten percent works best when it prepares people for action rather than standing alone. A short course can introduce concepts that employees later apply through experience and discussion.
Typical forms of formal learning include:
- Online courses and certifications
- Instructor-led workshops
- Reading materials and guides
- Compliance and policy training
In recent years, learning has shifted toward shorter and more focused formats. Micro lessons and on-demand modules help employees learn precisely what they need, when they need it.
Benefits of Using The Rule
One of the biggest strengths of the 70-20-10 rule is how naturally it aligns with how people already learn. Instead of forcing learning into rigid schedules, it builds growth into daily work.
Key benefits include:
- Better skill retention through practice
- Higher engagement due to relevance
- Faster application of knowledge
- Stronger collaboration and communication
Another advantage is cost efficiency. Organizations rely less on long training programs and more on internal knowledge and experience. This makes learning continuous rather than event-based.
Over time, this approach builds a culture where learning feels normal, not forced.
How Organizations Apply the Model?
Many organizations now design learning strategies around the 70-20-10 rule. Instead of asking how many courses employees completed, they focus on how learning shows up in performance.
Practical applications include:
- Stretch assignments tied to business goals
- Job rotations and cross-team projects
- Coaching focused on real challenges.
- Learning platforms that support reflection
Managers play a key role. When leaders support experimentation and feedback, learning becomes safer and more effective. Employees feel encouraged to try, fail, and improve.
Leadership Development and the Rule
Leadership development fits naturally within the 70-20-10 rule because leadership cannot be learned solely through theory. It requires judgment, empathy, and accountability.
Future leaders develop by:
- Leading small teams or initiatives
- Managing conflict and decision making
- Receiving feedback from mentors
- Learning leadership concepts through short programs
This balanced approach creates leaders who understand people, not just processes. Experience teaches emotional awareness, while social learning builds communication skills.
Common Misunderstandings About the Model
One common mistake is treating the 70-20-10 rule as a fixed formula. The numbers are guidelines, not strict limits. Some roles may require more formal learning, while others rely more on experience.
Another misunderstanding is ignoring structure altogether. Experience without reflection or feedback does not always lead to growth. Learning needs support to be practical.
The model works best when all three elements support each other rather than competing for attention.
The Future of Learning
As technology continues to change how work gets done, learning will remain a human process. Tools may evolve, but people still learn best through action and connection.
The 70-20-10 rule remains relevant because it focuses on behavior rather than trends. It adapts easily to new roles, tools, and expectations.
Organizations that embrace this approach build resilient teams. Employees grow through real challenges, strong relationships, and focused education rather than passive consumption.
Conclusion
The 70-20-10 rule offers a practical way to understand learning as an ongoing process rather than a one-time event. Its strength lies in balance and realism.
By focusing on experience, relationships, and structured support, individuals and organizations can build skills that last. Learning becomes part of work, not separate from it.
