How to Support 70:20:10 with Learning Technology?
If you have a job in professional- or corporate learning, chances are you’ve come across the 70:20:10 framework. Hopefully, you have even explored the framework’s meaning and perhaps even implemented in your own learning strategy. The companies who do tend to be successful! Whatever your experience, the framework is today more relevant than ever. The advent of technology, on one hand, enables us to facilitate a 70:20:10 strategy much better. On the other hand, it also forces us in that direction. Thus, we thought it would be good to look at how technologies can help you to get there.
Quick recap of the 70:20:10
The framework is prevalent and big. So big that there’s even an institute for it. The framework indicates that workplace learning takes place in 3 different ways:
- Formal learning such as training sessions and eLearning courses (the “10)
- Social learning, such as discussions, coaching, mentoring and personal relationships (the “20”).
- Experiential learning, such as on-the-job learning, challenging assignments and discovery within workflows (the “70”)
While you can argue about the validity of the specific numbers until the day’s end, there’s a good consensus that the 70:20:10 provides a good approximation. Fundamentally, the framework orients us toward more performance focused learning activities.
But how could we use technology to support these 3 different aspects? Let’s take a look.
1. Using technology to support formal learning
Now this is probably evident to everyone out there, but we’ll spell it out anyway. We’ve been using technology to support and deliver formal learning experiences for a long time. Just think all those eLearning courses you have gone through. There are countless ways of doing it and it doesn’t have to be all digital. You should probably consider blended learning and flipped learning as well.
However, the thing to learn from the 70:20:10 framework is that the formal training activities shouldn’t happen in isolation either. Rather, they should be integrated into the larger workflow and built to support performance in various aspects. To enable this, you should consider learner-centric design methodologies to learning.
2. How to support social learning with technology?
When we jump to the 20 of the 70:20:10, things get a little more interesting. Traditionally, eLearning has done a terrible job in augmenting any social behaviours that normally take place in a classroom. However, that has changed with the advent of social media and the subsequently developed digital learning capabilities. Nowadays, most learning technologies come with social features that enable your employees to interact with each other.
Fundamentally, it’s about getting your employees to share and communicate in a natural and seamless way. Different learning technologies provide a great way to facilitate informal discussions and collaborate. You can also look into things like peer-to-peer learning and digital coaching. The technologies to support all these things out there, just make sure you determine carefully how you align them with the business. It’s all about the performance in the end.
3. How to support learning on-the-job with technology?
Learning on-the-job, or learning in the workflow is not traditionally something that L&D has done an excellent job on. That’s partly because the rules of the game are totally different. It’s not about courses. It’s not about classroom sessions. Rather, workflow learning is all about helping people succeed and improve their performance in a non-obtrusive manner.
Instead of intensive, lengthy activities or learning sessions, this 70% of the 70:20:10 consists of performance support resources, just-in-time learning and actual work projects (incl. stretch projects). All of this is focused on performance, hence results are easier to monitor. Data analytics also play a big part in capturing all this information, from point of need activity to behaviours and finally performance. Therefore, there is no role for traditional corporate learning objectives. Rather, the learning and the objectives needs to be designed with the business with clear performance impact goals.
Overall, the 70:20:10 is a valuable and relevant framework. If nothing else, implementing it should take you towards more performance-focused learning. Because if you cannot show the impact your learning has on the business, you cannot really demonstrate the value of the L&D function either. Then, you get cut out very quickly.
Today, technology is a great enabler for these new ways of learning at the workplace. While much of the informal learning (the 70 and 20 in 70:20:10) takes place naturally, you can really supercharge the effects with a bit of smart facilitation!
If you’d like to explore the idea of moving to performance-focused learning in the workflow, we can help you. Just contact us here.