Is Your Training Missing 70% of the Learning? Meet the 70-20-10 Model

We’ve all done it.

Poured budget into a shiny course, ran the post-training survey… and waited for the magic to happen.

But the reality? Learning doesn’t happen just because someone sat through a workshop or clicked through an eLearning module. Real learning happens on the job, in conversation, through feedback, and sometimes, yes, through formal training.

That’s the idea behind the 70-20-10 Model. And if you’re not building your L&D strategy around it, you might be missing the biggest part of the picture.

What Is the 70-20-10 Model?

Developed by Morgan McCall, Michael Lombardo and Robert Eichinger at the Center for Creative Leadership in the 1990s, the 70-20-10 Model is a framework that breaks down how people learn at work:

• 70% from on-the-job experiences

• 20% from interactions with others / social learning (like coaching, mentoring, feedback)

• 10% from formal learning (courses, workshops, eLearning)

  
  

In short, it says: don’t rely solely on the classroom (physical or digital) if you want behaviour change.

Why This Matters: Because Learning ≠ Logging Into the LMS

In the real world, people learn when they do.

They learn when they make a mistake, reflect on it, get feedback, try again, watch a peer, get nudged by a manager, or are thrown into something new and have to figure it out. That’s where the 70-20-10 model adds massive value.

The Business Benefits:

• Accelerated development – People grow faster through real responsibility.

• Lower training costs – Not every challenge needs a course.

• More engaged learners – People love learning that feels relevant and immediately useful.

• Tangible ROI – You’ll start seeing impact not just in completion rates, but in capability, confidence, and performance.

  
  

And let’s be honest: most people forget a huge amount of what they learn in formal training within a week unless they apply it. Check out our recent blog on Ebbinghaus for more on this.

How to Use the 70-20-10 Model Effectively

This model isn’t about ditching formal learning. It’s about making it part of a bigger, more effective strategy. Here's how to embed all three elements:

The 10%: Formal Learning

Still vital. Use this for:

• Building foundational knowledge

• Compliance training

• New systems or processes

• Strategic, high-impact interventions

  
  

Use custom eLearning content, blended learning solutions, and clear learning objectives to make this impactful.

The 20%: Social Learning

Build a culture of learning through others. Encourage:

• Peer learning and communities of practice

• Regular feedback and coaching

• Reverse mentoring

• Job shadowing or buddy systems

  
  

Leverage platforms for discussion forums, virtual coaching, and mentoring schemes.

The 70%: Experiential Learning

This is the magic zone—where learning meets doing. Embed learning into:

• Stretch assignments

• Secondments or shadowing

• Problem-solving projects

• Real-time feedback loops

• Reflective practice

  
  

Link learning goals to performance objectives and make managers part of the learning journey.

How Popcorn Supports the 70-20-10 Approach

At Popcorn Learning Agency, we don’t see learning as a one-and-done. We see it as an ecosystem. That’s why we design digital learning solutions that integrate into the workflow, not just the LMS.

Here’s how we support the full 70-20-10 spread:

• High-impact formal training: From interactive eLearning to customised corporate training videos, we make the 10% count.

• Social learning features: Discussion prompts, scenario-based challenges, and manager toolkits help spark meaningful peer engagement.

• On-the-job application: We build learning transfer strategies, nudges, and real-world challenges, ensuring people act on what they learn.

  
  

We also offer training needs analysis, impact evaluation, and learning strategy consulting to ensure you’re not just ticking boxes, but building capability that sticks.

Final Thoughts: Don’t Just Deliver Training. Build a Learning Culture.

The 70-20-10 Model isn’t a prescription. It’s more of a lens. One that helps you design learning that feels real, relevant, and rooted in everyday work.

Because if we want to build confident, capable people, we need to do more than teach them. We need to give them space to live the learning.

Want to build a learning culture where development happens every day, not just during training? Popcorn’s team can help. Get in touch, or follow us on LinkedIn for more from Popcorn’s Next Top (Learning) Model.