How to modernize the 70/20/10 model for L&D (with microlearning)

A fresh take on the 70/20/10 model for learning and development

As an L&D pro, you're probably familiar with the 70/20/10 model for learning and development. This framework has sparked its fair share of debates in the L&D community over the years. Some question the precision of its percentages, while others debate its universal applicability. But here's the thing: despite the discussions, the model's core insight still holds water. Learning happens through a mix of experiences, social interactions, and formal training.

Let's break it down:

1. 70% from challenging assignments and on-the-job experiences
2. 20% from developmental relationships, such as coaching and mentoring
3. 10% from formal training and coursework

Now, don't get hung up on these exact numbers. They're obviously not set in stone. Think of them more as a starting point, a general guide you can tweak to fit your organization's unique needs. Maybe a 60/30/10 split works better for you, or perhaps you're leaning towards an 80/10/10 distribution. The key is recognizing the importance of all three elements and finding the right balance for your specific situation.

So, how can you breathe new life into the 70/20/10 model for learning and development? Enter microlearning. Let's explore how this approach can amp up each component of the 70/20/10 framework, creating a more dynamic and effective learning ecosystem for your organization.

Elevating the 70%: on-the-job learning via microlearning

The 70/20/10 model suggests that a significant portion of learning can occur through on-the-job experiences. Whether or not that's the case in your organization, here's how microlearning can enhance this aspect of development:

1. Just-in-time support: Tape QR codes on key locations or equipment, linking to quick microlearning modules. Your team gets instant, context-specific learning right when they need it. And get this: according to Google, 75% of people say their smartphones help them to be more productive [1]. By integrating microlearning into the workflow, you're meeting your employees where they already are—on their phones, looking for ways to get things done more efficiently.
2. Mobile-first approach: Create bite-sized, mobile-friendly content that your team can access on the go. Learning in the flow of work? Check.
3. Micro-simulations: Create short, focused simulations that let employees practice specific skills or processes without the real-world risks.
4. Performance support tools: Develop quick reference guides, checklists, or decision trees that your team can pull up on their phones. It's like having a pocket mentor.

By weaving in these microlearning elements, you're not just facilitating on-the-job learning—you're making it more accessible and immediately applicable.

Transforming the 20%: social learning and mentorship (for the now)

Microlearning can also enhance the social learning aspect of the 70/20/10 model:

1. Asynchronous micro-mentoring: Set up brief, focused mentoring interactions that don't require real-time meetings. With 7taps, mentors can create quick video responses to common questions or challenges, which mentees can access anytime. This approach makes mentoring more scalable and flexible, fitting into even the busiest schedules.
2. Peer-created microlessons: Empower your team to share their expertise. With 7taps, employees can easily create short, focused lessons on their areas of specialty. These bite-sized modules can cover anything from quick tips to in-depth process explanations, allowing knowledge to flow freely across your organization.
3. AI-powered role-play: Use AI avatars for bite-sized role-play scenarios. It's a safe, convenient way for your team to polish their interpersonal skills. (Hint: learn how to use AI-driven role-play in this communication skills post).
4. Social learning campaigns: Launch micro-challenges or competitions that get your employees learning from each other and sharing knowledge in small, digestible chunks.

These strategies help you scale mentorship and social learning across your organization, making them more accessible and engaging for everyone.

Reinventing the 10%: beyond basic microlearning

As seasoned L&D pros, you're likely already using microlearning to enhance your formal training programs. Micro-courses, spaced repetition, adaptive learning paths, and gamified assessments are probably old hat to you by now. But let's push the envelope a bit further. 

Here are some cutting-edge ways to leverage microlearning in the 10% of formal training:

1. AI-powered personalization: Use machine learning algorithms to analyze learner behavior and create hyper-personalized microlearning paths. This goes beyond simple adaptive learning to predict what an employee needs to learn next based on their role, performance data, and career aspirations.
2. VR micro-simulations: Incorporate brief virtual reality scenarios into your formal training. These immersive micro-experiences can provide hands-on practice for complex skills in a safe, controlled environment.
3. Collaborative micro-projects: Design short, team-based projects that require employees to apply their learning immediately. Use microlearning modules to guide the process, encouraging real-time application and peer learning.
4. Micro-mentoring loops: Integrate mentoring directly into your formal training. After each microlearning module, prompt learners to discuss the content with a designated mentor or peer, creating a continuous feedback loop.
5. Just-in-time performance support: Blur the lines between formal training and on-the-job support. Create a repository of microlearning resources that employees can access at the point of need, effectively extending formal training into the workflow.

Implementing a microlearning-enhanced 70/20/10 model

Ready to put this into action? Keep these best practices in mind:

1. Align with business goals: Make sure each microlearning initiative ties directly to your organization's objectives and performance metrics.
2. Quality over quantity: Focus on creating high-impact, well-designed micro-content. Don't just churn out a ton of mediocre material.
3. Leverage data and analytics: Use learning analytics to track engagement, performance, and impact of your microlearning initiatives across all aspects of the 70/20/10 model (TIP: 7taps makes it super easy to track analytics on your microlearning).
4. Foster a learning culture: Promote the use of microlearning tools and resources across all levels of your organization. Make continuous learning the norm, not the exception.
5. Balance depth and breadth: While microlearning is great for quick, focused learning, make sure you're also offering opportunities for deeper dives into complex topics.

Overcoming challenges in the microlearning-enhanced 70/20/10 model

Let's be real—you might hit some speed bumps along the way:

1. Keeping it cohesive: Make sure your fragmented microlearning experiences still add up to a cohesive overall learning journey.
2. Measuring impact: Develop solid metrics to assess the cumulative effect of microlearning across the 70/20/10 spectrum.
3. Avoiding oversimplification: Balance the simplicity of microlearning with the need for comprehensive skill development. Not everything can be learned in five minutes.
4. Tech adoption: Ensure all your employees have equal access to and comfort with the technology required for microlearning.
5. Content creation and curation: Develop a sustainable strategy for creating and curating high-quality microlearning content across all three aspects of the model.

The future of the 70/20/10 model for learning and development

By integrating microlearning into the 70/20/10 model, you're not just keeping up with the times—you're shaping the future of L&D. This approach gives you more flexibility, personalization, and continuous learning opportunities, all of which are crucial in today's ever-changing workplace.

The 70/20/10 model provides a framework for thinking about different types of learning experiences. While the exact balance may vary across organizations and roles, the core insight remains valuable: learning happens through a mix of on-the-job experiences, social interactions, and formal training. By enhancing each of these aspects with microlearning, you're creating a more responsive and effective learning ecosystem.

As you move forward with this enhanced model, keep experimenting, gathering feedback, and refining your approach. The fusion of the 70/20/10 model with microlearning principles opens up exciting possibilities for innovation in L&D.

So, how will you reimagine your learning and development strategy to harness the power of microlearning across the 70/20/10 spectrum? The potential for transformation is huge—and it starts with you. Time to shake things up!

References

[1] Think with Google. (2023). How people use their phones for everyday tasks. Retrieved from https://www.thinkwithgoogle.com/marketing-strategies/app-and-mobile/smartphone-productivity-tools