Career growth does not happen only through formal training. Most people learn on the job, through daily work, feedback, and real challenges. The 70–20–10 Learning Model explains the process in a simple and practical way. It shows how different types of learning work together over time. For people focused on steady career development, the 70-20-10 model offers a clear framework for building skills, gaining confidence, and growing without relying only on classes or courses.
What the 70–20–10 Learning Model Is
The 70–20–10 Learning Model breaks learning into three parts . Seventy percent of learning comes from hands-on experience. Twenty percent comes from learning with and from other people. The final ten percent comes from formal learning, such as training programs or structured education.
This model does not mean one type of learning is better than another. Instead, it shows how learning naturally happens over time. Most skills develop through doing, reflecting, and adjusting. Formal learning supports this process, but it is not the main driver of growth.
The 70 Percent: Learning Through Experience
The largest part of the model focuses on learning by doing. This includes daily tasks, new responsibilities, problem solving, and real work challenges. Stretch assignments, project ownership, and trial and error all fall into this category.
This type of learning works because it is active. You apply skills in real situations and see results quickly. Mistakes become lessons, and success builds confidence. Over time, experience helps develop judgment, adaptability, and deeper understanding. For career growth, seeking new challenges and responsibilities is often more valuable than waiting for formal training.
The 20 Percent: Learning From Other People
The second part of the model focuses on learning through relationships. This includes feedback from managers, guidance from mentors, collaboration with coworkers, and observing how others work.
Learning from others helps fill gaps that experience alone cannot. Feedback provides outside perspective. Mentors share lessons learned over time. Peer discussions help test ideas and improve communication skills. This social learning supports growth by helping people reflect on experiences and adjust their approach.
The 10 Percent: Formal Learning and Training
Formal learning includes workshops, classes, certifications, and structured programs. While this is the smallest part of the model, it still plays an important role. Formal learning provides foundational knowledge, shared language, and clear frameworks.
This type of learning works best when it supports real work. Training is most effective when followed by opportunities to apply new ideas. Without practice, formal learning fades quickly. When paired with experience and feedback, it becomes much more useful.
Why the Model Works for Real Careers
The strength of the 70–20–10 model is that it matches how people actually learn. Careers are built over time, not in classrooms alone. Most growth comes from real work, not from theory.
The model also encourages ownership. Instead of waiting for training, individuals can seek experiences, ask for feedback, and reflect on results. This makes career development more active and personal. Growth becomes something you shape, not something that happens only when training is offered.
How to Apply the Model to Your Own Career
Applying the model starts with awareness. Look at your current role and identify learning opportunities. Ask where you can take on new tasks, solve new problems, or stretch your skills. These actions support the seventy percent.
Next, focus on the twenty percent. Seek feedback regularly. Build relationships with people who have skills you want to develop. Ask questions and observe how others handle challenges. Learning from people often happens in short conversations, not formal meetings.
Finally, use the ten percent wisely. Choose formal learning that supports your real goals. Focus on learning that connects directly to your work. After training, apply what you learned as soon as possible to make it stick.
Using the Model for Long-Term Career Planning
The 70–20–10 model is useful not only for daily growth but also for long-term planning. When setting career goals, think beyond job titles. Consider what experiences you need to move forward.
For example, leadership growth may require managing projects, mentoring others, and receiving feedback, not just attending leadership courses. Planning experiences alongside training creates a stronger path forward. Over time, this approach builds skills that transfer across roles and industries.
Common Misunderstandings About the Model
One common misunderstanding is treating the model as a strict formula. The numbers are not exact rules. They represent balance, not precision. Some roles may require more formal learning at certain times, while others rely heavily on experience.
Another misunderstanding is ignoring the ten percent. While it is smaller, formal learning still matters. The model works best when all three parts support each other. Removing one weakens the whole system.
How Managers Can Support the Model
Managers play an important role in supporting this learning approach. By offering stretch assignments, encouraging feedback, and supporting development conversations, managers help employees grow through experience and relationships.
Managers can also help connect formal learning to real work. This includes assigning projects after training or creating space to apply new skills. When managers support all parts of the model, learning becomes part of daily work instead of a separate activity.
A Practical Framework for Real Growth
The 70–20–10 Learning Model offers a clear and realistic way to understand career development. It shows that most growth comes from experience, supported by feedback and guided by formal learning. By using all three parts together, career development becomes steady and sustainable.
The model encourages active learning, personal responsibility, and continuous improvement. Over time, this balanced approach supports stronger skills, better decisions, and lasting career growth.