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3 Ways To Design Effective Training With The 70/20/10 Model

Developing an effective training program is imperative for all organizations. It can be overwhelming to decide on the best design for your employee training program because there are limitless possibilities. Luckily, the 70/20/10 Model for Learning and Development (L&D) is here to help! 

The 70/20/10 model helps L&D professionals fully harness the power of learning by doing. Instructional designers can benefit from the model by developing more effective programs, while facilitators can better lead learners by keeping the model in mind. The model suggests the following three ideas about how knowledge is obtained: 

  • 70% — On-the-job experiences
  • 20% — Social interactions, including observing, coaching, and mentoring
  • 10% — Formal training, including classroom training or online courses

The 70/20/10 model states that employees learn best by doing. This model is a useful tool for instructional designers and facilitators looking to utilize effective learning activities in their training program. 

The model may seem simple, but it can be tricky to put into practice.

In this article, we will define the 70/20/10 model, then explore 70/20/10 model examples that utilize augmented reality (AR), virtual reality (VR), and a blended approach.  

What Is The 70/20/10 Model?

The 70/20/10 Model for L&D was developed from research at the Center for Creative Leadership (CCL) in the 1980s and suggests the following three ideas about how knowledge is obtained:

  • 70% — On-the-job experiences
  • 20% — Social interactions, including observing, coaching, and mentoring
  • 10% — Formal training, including classroom training or online courses

The model describes the optimal learning methods, suggesting that individuals obtain knowledge, skills, and abilities for their job the most when completing hands-on experiences. Hands-on, interactive activities enable learners to discover and refine their job-related skills, make informed decisions, and tackle work challenges. 

In simplest terms, employees learn best by doing.

Part of what makes the model so attractive is that it generally makes sense on the surface as it represents a common-sense structure of employees’ developmental experiences. Although some professionals argue that the model’s effectiveness is hindered because of modern technologies, it continues to be used as a guideline on how to employ L&D programs. 

3 Examples Of How To Apply The 70/20/10 Model To Training

The 70/20/10 model is used as a general guideline for organizations looking to maximize their L&D programs’ effectiveness through interactive activities. This model uses a holistic approach to learning by focusing on active learning in the workplace context. Extended Reality (XR) technology does just that, while also providing the opportunity to learn remotely! 

Depending on the modality utilized for a training program, the 70/20/10 program can be applied differently. The key idea to remember is that learners obtain training material best by actively doing it themselves. AR, VR, and blended learning embrace this idea by utilizing interactive, engaging modules with repeatable training content. 

AR Program For Machinery Training

An AR training program is a viable solution for complex machinery training because it allows learners to interact and explore simulated objects. Through image targeting, object recognition, or plane detection, learners can focus on one object or process.

With AR, learners can superimpose a 3D model of a piece of machinery, such as a motor, in front of them with an iPad. Although learners aren’t on-the-job, this AR machinery program embraces each component of the model in the following ways:

  • 70% — On-the-job training with AR: With self-directed, experiential learning, learners select and manipulate the motor and gain a realistic sense of the item as if it’s there in front of them. Once placed in front of them, learners can actively engage with the object by rotating it, breaking it apart, putting it back together, and watching educational videos on it. 
  • 20% — Mentoring: Throughout the completion of the AR program, learners can be assigned a peer mentor. Their mentor can share their own knowledge, correct mistakes, and increase the learners’ confidence. 
  • 10% — Review session: The formal component of this program is a classroom review session after the program is completed. During this review, learners can share their thoughts with one another and reinforce key ideas from the program. 

Read More: Augmented Reality Training: Pros and Cons

VR Program For Stacking Pallets

A VR program for stacking pallets teaches warehouse employees through providing new experiences and solving real problems. By headset, learners are introduced to the proper technique for pallet stacking and receive instant feedback on their performance. Learners use VR controllers or haptic gloves to pick up virtual boxes in a warehouse and properly stack them. 

This simulated environment provides a space for learners to actively participate in box stacking without physically being in the warehouse. Learners experience the warehouse’s real sights and sounds, making them feel as though they’re actually there.

With on-the-job training, social interactions, and classroom training, learners connect with each of the three elements of the model. 

  • 70% — On-the-job training with full VR: Warehouse trainees acquire knowledge and skills by doing. Learners are assigned different responsibilities, solve challenges, and apply their learning to the simulated experience by repeating activities. Learners feel as though they’re actually completing the tasks required for their job when they’re learning in a simulated scenario. 
  • 20% — Social interactions with feedback: Learners receive immediate feedback after the completion of the program. This interaction could take place either in person or remotely. Regardless, warehouse trainees still receive expert, personalized feedback based on their actions. From this feedback, learners can repeat processes and improve their performance. 
  • 10% — Classroom training: Before completing the VR component of the training, learners could participate in a formal classroom training that overviews the program’s goals and equipment. This way, learners will feel more prepared for the VR journey ahead. 

Read More: Virtual Reality Training: Pros and Cons

Blended Learning For Dental Implant Training

A blended program is an optimal solution for creating a training program that abides by the 70/20/10 model. With a blended approach, organizations can develop a training program that utilizes on-the-job training (70%), social interactions (20%), and formal training (10%) all in one.

For example, in 2019, Aspen Dental Management, Inc. (ADMI) partnered with Roundtable Learning to create a custom-blended learning program for doctors and office personnel of Aspen Dental-branded practices. The program’s objective was to provide education on dental implants to more Aspen Dental offices to offer patients the best treatment solutions. 

This program utilized instructor-led training (ILT), eLearning, 360° VR, and virtual instructor-led training (VILT). 

  • 70% — 360° VR: Delivered to all office staff, the 360° VR component of the program, hosted on Mercury Extended Reality System (XRS), allowed learners to practice navigating customer questions and challenges. These modules introduced new approaches for addressing customers’ needs and made learners feel like they were on-the-job. 
  • 20% — ILT and VILT: This program used two modalities to train regional managers and directors on the digital implants process, why it’s essential for patient care, and how their offices would initiate their plan and timeline. In these trainings, upper management personnel were able to ask questions to trained facilitators, obtain coaching, and proactively learn through a team. 
  • 10% — eLearning: Through six formal and structured eLearning courses, learners explored ordering processes, treatment planning, and implants 101. 

A blended approach is an ideal structure for a training program because it embraces each of the three components of the 70/20/10 model. Each modality used development activities included in one of the model’s categories, fully utilizing the model for all it has to offer. 

Read More: What is Blended Learning? Everything You Need To Know

The 70/20/10 Model Is Here To Save The Day! 

The 70/20/10 Model for L&D is a simple tool that can help organizations design useful training and effectively tackle learning challenges. 

Feel free to check out more resources on all things training and development here, or start designing your training program here.

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