Glossary
What Is 70-20-10 Model?
The 70-20-10 model proposes that 70% of learning happens on the job, 20% from peers, and 10% from formal training — a framework for designing balanced L&D programs.
Last Updated: May 2026
The 70-20-10 model is a framework for organizational learning popularized by the Center for Creative Leadership in the 1980s. It posits that effective workforce development comes from three sources in roughly these proportions: 70% from challenging on-the-job experiences and stretch assignments, 20% from social learning through coaching, mentoring, and peer feedback, and 10% from formal training such as courses, workshops, and certifications. The model is a design principle, not a literal prescription — exact ratios vary by role and context — but it has shaped modern L&D thinking by reminding leaders that classroom training alone produces limited skill transfer. A 70-20-10-aligned LMS therefore includes more than just course delivery: it supports social learning through community spaces, captures on-the-job learning through reflection prompts and peer review, and integrates formal training into a broader development workflow. Arythmatic's combination of self-paced courses, native community features, and learning paths tied to job competencies makes it well-suited to programs designed around the 70-20-10 framework.
Key Benefits
Frequently Asked Questions
What is the 70-20-10 model in learning?
It's a framework that allocates 70% of development to on-the-job experiences, 20% to social learning, and 10% to formal training. Modern LMS platforms like Arythmatic support all three through courses, community, and integrated workflows.
Is the 70-20-10 ratio prescriptive?
No — the ratios are directional, not literal. The point is to design programs that combine formal training with experiential and social learning, not to enforce exact percentages.