Turns out the 70-20-10 rule for workplace learning isn’t quite correct. 😮

Sam Harrowfield

The 70-20-10 rule suggests:
ℹ 70% of a person’s knowledge comes from in-the-work experiences
ℹ 20% from engagement with others
ℹ 10% from formal learning experiences.

A recent study** found that these percentages were based on anecdotal evidence rather than rigorous research and subsequent studies have failed to replicate these exact proportions.

This same study asked leaders about their optimal learning ratio. When the data was reviewed against participants with the highest quality leadership, the ratio became:
✳ 52%  from in-the-work experiences
✳ 27% from engagement with others
✳ 21% from formal learning experiences.

And when this particular subgroup was asked their preferred option/s on how they would like to spend their time learning and developing:
✅ 76% said formal learning
✅ 71% said learning from others
✅ 26% said on the job

What do our clients tell us?

They value talking openly about how they do their work – reflecting on their own working habits, their communication styles and how to interact better with others in the workplace.
They want to glean ideas from each other. I think there is something deeply human and authentic about this. And the data backs it up.

Clients also really value formal learning – granted some practical things can only be learnt by doing, but there are  so many tools and best practice approaches to working, communicating, leading etc that are backed up by science and people just don’t know about them until they learn about them.

There are people who dedicate entire careers to figuring out what helps people to both enjoy their work and do it more effectively. It would be a shame to see that intelligence lost by a generation  mistakenly thinking that everyone just needs to learn on the job!

What’s the conclusion: Learners are engaged by opportunities to learn in formal settings and informally from conversations with others, and the outcomes of this learning are worth the investment in time and resources.

**Pulliam Phillips, P., Phillips, J. J., & Ray, R. (2015). Measuring the success of Leadership Development – A Step-by-Step Guide for Measuring Impact and Calculating ROl. ATD Press, Virginia
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I’m Sam Harrowfield, and together with my partner Ruth, we run Harrowfield People Development, a strategic learning agency.

We draw on the disciplines of organisational and behavioural psychology to provide fit-for-purpose training that builds capability and confidence. Talk to us today.