There are several methods for teaching and/or transmitting knowledge and knowledge. The vocational training community uses one or the other, not disdaining the most innovative techniques that, while not transforming learners into absolute geniuses, allow at least to Countering the forgetting curve. More seriously, the 70 - 20 - 10 model is really effective when it comes to transmitting knowledge. Why? How? You have the questions, we have the answers.
Model 70 20 10: what are we talking about?
The 70 20 10 learning model was introduced in the 1990s. It is the result of research conducted by professors Morgan McCall, Robert Eichinger, and Mickael Lombardo, who operated at the Center for Creative Leadership located in North Carolina. Their studies tend to show that 90% of the know-how and/or soft skills acquired by an individual come from informal learning. According to them, in fact, 70% of knowledge or skills are obtained through practice and experiences in daily life. In addition, 20% comes from non-formal learning, i.e. social interactions such as conversations or exchanges with people around them, which are also called Social learning. Only the remaining 10% is acquired through formal learning. The latter includes traditional training based on classrooms, class hours spent essentially listening to trainers, and inoperative technical errors such as PowerPoint (in fact, it is always this same damn cable that is not connected properly).
70 20 10 apprenticeship is a general model adopted as a framework by many managers, HR managers and training managers. It should be used as a guide, a flexible and flexible framework system that can be adapted to the industry, organizational culture, learners or learners' roles. The idea is simple: the optimization of the knowledge of employees, workers or learners must be based mainly on informal learning. It should take shape not in a study room or in a specific location, but rather as part of the work process. Let's take a trivial example: you will learn to use the new coffee machine much more quickly by imitating your colleagues than by listening to someone give you a lesson on how it works. It should be noted, however, that while “learning to use the coffee machine” is a key element in the training of your employees, possibly plan for a less complex device.
How can this 70 20 10 model be advantageous?
The main objective of the 70 20 10 model is to manage learner performance effectively. Performance issues don't necessarily stem from gaps in training. Sometimes it can be a problem with motivation or the work environment, for example. To get by, it is important to take stock of the origin of the lack of rigor or the shortcomings. At the end of this analysis, it becomes easier to identify the missing knowledge and the management approach that meets the needs. The evaluation also makes it possible to define whether the flaw lies in the adopted system (the one that generates the performance problems), and not at the level of the users. In this case, a readjustment or a change of equipment may be necessary.
The 70 20 10 model has a number of advantages, provided that it is properly implemented.. In this type of training, which is described as “instinctive”, the effectiveness of learning is among the strengths highlighted. Formal learning is often structured over a long period of time, making it possible to build a complete set of knowledge in relation to the problem addressed. The 70 20 10 model, on the other hand, only encourages the learner to search for the information they need when they need it. Its resources can be written documents, results obtained on the Internet, suggestions from those around them, etc. Thus, it can be defined as on-demand learning that is applied immediately and has a greater chance of being retained. Let's imagine a simple objective: to drink coffee. Missing skill: knowing how to use the coffee machine. You have two options: follow the two-day seminar on coffee in business or ask the colleague who makes ten cups of coffee every day to show you how to do it. Here, it is undoubtedly the second option that will be the most effective and the most satisfactory.
How to implement the 70 20 10 model in a company?
The implementation of a 70 20 10 model involves a noticeable change in almost every department of the company ranging from human resources to management. Indeed, in order for the project to be successful, it requires the support and sponsorship of the highest functions of the structure. Senior managers should work closely with HR or L&D managers to validate the strategy employed. Managers, on the other hand, delegate tasks, validate assignments, define requirements, or check for possible mistakes made by learners. For their part, learners must be ready to discover new areas of knowledge and to invest in enriching their skills. They are therefore masters of their learning. HR staff encourage managers and learners and must abandon attempts to control learning. In other words, it takes a solid will and a solid strategy to implement the 70 20 10 system within your company. Unfortunately, it's not just about learning how to make coffee! However, much more complex skills can also be taught using this method.
The 70 20 10 model confirms that the majority of knowledge and skills are generally acquired through practice and experimentation. The speed and ease of acquiring information are among the advantages provided by this approach. 70 21 10 can also be effective applied to mobile learning! Several new methods and pedagogies are tending to shake up the vocational training environment. It's time to find out which - or which ones! - are the best suited to your business!
