70 20 10 Methodology: The Key to Enhancing Skills Development

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The 70/20/10 learning model is focused on the corporate environment and seeks to align theory with practice. More specifically, it considers the professional's daily experiences, informal and formal learning all together. It is a dynamic that aims to enhance teaching.

The speed at which information circulates today requires that the way we learn be different. Within this scenario, several methods stand out, one of c-level executives mailing list is the 70/20/10 model. It is divided into 4 stages of learning: empirical, referential, relational and formal. Its main focus is learning within organizations.

What you will see in this article:


In practice, what does the 70/20/10 model mean?
What are the benefits of 70/20/10?
Promotes company results
Learning levels
Advantages for companies and customers
How to implement the 70/20/10 model?
The 70 20 10 Model and gamification
Its name comes from the idea that 70% of learning comes from day-to-day work routines, 20% from relationships with others (observing people and ideas that can serve as a source of knowledge) and 10% through formal education (courses, workshops and the like). To better illustrate how the 70/20/10 model works, we will delve deeper into the discussion in the following topics.

Continue reading and learn more about this powerful methodology.

In practice, what does the 70/20/10 model mean?
The 70/20/10 learning model assumes that the learning process occurs as follows:

70% of personal experiences and day-to-day professional experiences;
20% of informal learning and interactions with other employees;
10% for formal learning, such as training and development provided by the HR department.
5 Steps to Gamify Your Business
It sees the employee as the protagonist of their development, and works with elements that allow them to actively participate in the entire learning process. In this way, acquiring new knowledge does not become boring and is not limited to the tools commonly used in the traditional context.


The employee can explore the teaching methods that he/she finds most appropriate for the context and his/her needs, thus increasing the chance of assimilating the content, and consequently, the company's results as well.