Navigating the Future of Learning: Looking beyond the 70:20:10 Model

In the constantly evolving landscape of professional development, the 70:20:10 model has long been a guiding light for structuring learning and growth within organisations. Advocating a blend of experiential, social, and formal learning, this framework has guided many in creating programmes that aim to mix the best of on-the-job training with peer learning and formal education. However, as we navigate the complexities of the modern world, the winds of change are directing us towards a broader horizon of learning models and strategies. In this article, we will discuss some of the various learning frameworks and examine their similarities and differences with the esteemed 70:20:10 model, thereby shedding light on a range of learning strategies that can support the evolving demands of the modern workforce.

Diving into New Waters: Modern Learning Models

1. The 5 Moments of Need Model: This model dives deep into the context of learning, emphasising the importance of providing support exactly when learners need it. Unlike the 70:20:10 model, which prescribes specific proportions for different types of learning, the 5 Moments of Need focuses on the timing and relevance of the learning intervention. It suggests that effective learning programmes must cater to learners when they are first learning something, wanting to learn more, applying what they’ve learned, when things go wrong, and when things change.
2. The AGES Model (Attention, Generation, Emotion, Spacing): grounded in neuroscience, the AGES model offers a contrast to the 70:20:10 model by focusing on how the brain learns best. It underscores the need for learning experiences that are attentive, generative (meaningfully created by the learner), emotionally charged, and spaced over time. This approach suggests that for learning to be deeply internalised, it must engage the learner on multiple levels, beyond the situational context emphasised by 70:20:10.
3. Microlearning: Emerging as a potent strategy in the digital age, microlearning breaks down complex information into manageable, bite-sized pieces. This approach challenges the broader, more integrated learning experiences suggested by the 70:20:10 model, offering instead quick, focused sessions that learners can easily incorporate into their busy schedules. Microlearning caters to the modern learner's decreasing attention span and the need for immediate applicability.
4. Blended Learning: This model refines the 70:20:10 approach by integrating digital media with traditional face-to-face teaching methods. It acknowledges the value of diverse learning experiences but leans heavily on technology to provide a more flexible, personalised learning journey. Blended learning recognises that digital transformation affects how we learn, making it a crucial strategy for modern organisations.
5. The Scaffolding Model: Borrowing from educational theory, this model emphasises the support structures necessary for learning new skills, gradually removing them as competence increases. It complements the 70:20:10 model by focusing on the initial stages of learning, ensuring that foundational knowledge and skills are solid before encouraging independent exploration and application.
6. Adaptive Learning: Utilising AI and machine learning, adaptive learning technologies offer a personalised learning experience by adjusting the content, pace, and approach based on the learner's performance. This model moves beyond the one-size-fits-all approach of 70:20:10, offering a dynamic, responsive learning pathway that caters to individual needs.

Creating a Strategy for the Future

As we navigate through these models, it’s clear that the 70:20:10 framework serves as a foundational principle from which we’ve launched into the future of innovative learning strategies. Each new model brings its strengths, focusing on aspects like the timing of learning, the psychological underpinnings of how we learn, the impact of technology, and the need for personalisation.

Ultimately the key for organisations lies in understanding that no single model offers a universal solution. Therefore, the future of learning and development is hybrid, dynamic, and personalised, drawing on the strengths of multiple models to meet the diverse needs of today's workforce. As we move forward, the successful integration of these models will depend on our ability to remain flexible, responsive, and open to the evolving landscape of professional development.

In this journey, let’s take the wisdom of the 70:20:10 model with us, using it as a compass to navigate through the vast ocean of learning methodologies available, always aiming to create the most engaging, effective, and impactful learning experiences for our teams.

Catherine's academic background, includes a Master's Degree in Human Resource Management and a Bachelor's degree in Fine Arts with honors. Additionally, she has completed graduate studies in Art History. With over 15 years of professional experience in Human Resources, in both London and Australia, she has excelled in leading HR teams, managing the entire spectrum of the employee experience life cycle. Presently, Catherine is employed at Deloitte, where she leads change and culture organisational transformation initiatives, applying her expertise across a diverse range of industries.

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