70-20-10 rule for professional development

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This article was published 08/06/2024 (701 days ago), so information in it may no longer be current.

In today’s rapidly evolving business landscape, the need for effective professional growth is more critical than ever.

The 70-20-10 rule has been used for many years by training and development professionals to ensure a balanced and cost-effective approach to professional development.

This framework emerged from a study conducted in the 1980s by authors and researchers McCall, Lombardo and Morrison, who delved into the finer details of learning and development to understand how executives gained success. In their study, they asked nearly 200 executives to identify key events during their careers and what they had learned from these experiences. The 70-20-10 framework was a result of this extensive research, outlining a balanced approach to developing skills by emphasizing the significance of varied experiences in fostering growth and learning.

Urgency in fast-changing world

The speed of change in the modern business environment is unprecedented. Technological advancements, shifting market demands, and evolving consumer preferences continually reshape industries. In such a dynamic context, even the most stellar employees need continuous assistance to stay current in their fields. Relying on past knowledge and skills is insufficient; professionals must engage in ongoing learning and development to remain relevant and competitive. It is the organization’s responsibility to invest in professional development for the retention of the employees but also to retain (or grow) market share.

What is the 70-20-10 framework?

The rule is a strategic approach to professional development that allocates learning and growth into three distinct categories: 70 per cent from challenging experiences and assignments, 20 per cent from developmental relationships, and 10 per cent from coursework and training. This balanced mix ensures that professionals gain practical, relational, and theoretical knowledge crucial for their growth.

70: challenging experiences, assignments

A significant portion of professional development occurs through hands-on, challenging experiences. These real-world assignments push individuals out of their comfort zones, requiring them to adapt, innovate and make critical decisions.

Participating with some autonomy on a significant project can expose individuals to various aspects of the business, enhancing their strategic thinking and problem-solving skills. Managing cross-functional teams fosters a deeper understanding of the organization and improves interpersonal and communication skills. Handling crises builds resilience and sharpens decision-making abilities under pressure.

The essence of this 70 per cent component is that experiential learning is highly effective. By confronting real challenges, professionals develop practical skills and insights that are not easily acquired through theoretical learning alone. In a world where change is the only constant, the ability to learn from these experiences quickly becomes invaluable.

The benefits are the employee learns how the organization completes tasks and solves problems and it conveys the culture and values of the organization. It is also very cost-effective as the employee is actually completing work for the organization while learning on the job.

20: developmental relationships

The second component of the 70-20-10 rule highlights the importance of learning through relationships. Developmental relationships can take various forms, such as mentoring, coaching and networking. These interactions provide valuable feedback, guidance, and support, contributing significantly to an individual’s growth. Engaging with a mentor who has more experience and wisdom can offer new perspectives and insights, helping to navigate career paths and overcome obstacles.

Professional coaching focuses on enhancing specific skills and achieving personal and professional goals through structured feedback and practice. Interacting with colleagues and peers allows for the exchange of ideas and experiences, fostering a collaborative learning environment.

These relationships help individuals understand different viewpoints, gain critical feedback, and build networks that support their professional development. In a fast-paced environment, having a strong support system can accelerate learning and adaptation.

Many organizations take it for granted that their employees will reach out when they need help and that they are capable of building their own mentorship networks. However, it is much better to assist them and provide mentorship programs so that employees are guided on their path. This will help with retention as employees will have internal sources for career advice and advancement opportunities.

10: coursework, training

Formal education and training constitute the final 10 per cent of the 70-20-10 framework. While it forms the smallest portion, it is an essential component. Structured learning provides foundational knowledge, theoretical frameworks, and technical skills necessary for professional growth.

Workshops and seminars offer short-term, focused training sessions on specific topics or skills. Enrolling in courses or professional education programs provides comprehensive curricula designed to develop competencies. Utilizing digital platforms to access a wide range of learning resources and credentials ensures that individuals are well-equipped with the theoretical understanding and technical expertise required to complement their practical experiences and relational learnings. In an era of rapid change, staying updated with the latest knowledge and techniques through formal education becomes crucial.

Everything discussed so far has been internal and cost-effective. The smallest percentage is reserved for external training. It is one of the criticisms of this formula that this allocation is too small, but practicality and budgets will always constrain training dreams.

One of the upsides to pursuing external training is that it brings in new ideas and fresh perspectives; it also ensures that the organization is on top of industry trends and technology. While external professional development can be expensive, it is a necessary investment in today’s fast-changing world.

Importance of balanced approach

The 70-20-10 rule underscores that professional development is most effective when it encompasses a variety of learning experiences. Relying solely on formal education, for instance, may not provide the practical skills needed to navigate real-world challenges. Conversely, experiential learning without the theoretical foundation can lead to gaps in knowledge. A balanced approach ensures that individuals are well-rounded and equipped to handle the complexities of their roles.

Implementing the rule

To effectively implement the 70-20-10 framework, organizations and individuals should identify opportunities for challenging assignments, encourage taking on new roles, projects, and responsibilities that stretch capabilities, foster a culture of mentorship and coaching by establishing programs and networks that facilitate developmental relationships, and invest in formal training programs to provide access to workshops, courses, conferences, and certifications that enhance technical and theoretical knowledge. Organizations need to recognize the importance of this balanced approach and support their employees in pursuing diverse learning opportunities.

Conclusion

The 70-20-10 rule for professional development provides a holistic and balanced approach to cultivating effective growth. By integrating challenging experiences, developmental relationships and formal coursework, individuals can develop the diverse skills and knowledge necessary to navigate the complexities of modern business environments.

In an age where the speed of change is ever-increasing, and even the most stellar employees need assistance to stay current, embracing this framework helps ensure that professionals are well-prepared to drive organizational success and make a significant impact in their roles. Continuous learning and adaptability are not just beneficial but essential for thriving in today’s dynamic world.

Tory McNally, CPHR, BSc., vice-president, HR consulting, is a human resource professional, radio personality, speaker and problem solver. She can be reached at tory@legacybowes.com