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70-20-10: From “Trendy Topic” to Survival Strategy

The coronavirus (COVID-19) pandemic has changed the way L&D organizations educate their staff. No longer can L&D organizations host large gatherings in which employees can come together to learn about a single topic. Now, L&D organizations are increasingly using remote learning to ensure that their employees can stay informed, connect with one another, and gain the insights they need to thrive.  

Going forward, expect the 70-20-10 instructional model to reign supreme, and L&D organizations likely will need to embrace this model to surviveThis is due to the fact that the 70-20-10 model enables L&D organizations to provide quality training to workers from virtually any location, at any time.  

What Is the 70-20-10 Model, and What Does It Mean for L&D Organizations? 

The 70-20-10 model involves splitting up remote workforce education into three components: 

  1. Learning by Doing

Approximately 70% of instruction should require workers to “learn by doing” inside online applications. This allows workers to gain hands-on experience that they can use to perform various real world tasks.  

  1. Virtual Peer Interaction

20 percent of instruction should allow workers to connect with one another. The use of online discussions and brainstorming sessions enables employees to learn from each other. It also promotes collaboration and communication across a workforce.  

  1. Formal Education

The remaining 10% of instruction should enable workers to participate in a video lecture or another formal learning session. This allows workers to receive L&D insights directly from an instructor.  

How an L&D organization uses the 70-20-10 model can have far-flung effects. If an organization utilizes virtual training that accounts for its short- and long-term goals, it can empower its workers with knowledge that they can use to help the organization accomplish its aspirations. On the other hand, if an organization cannot leverage virtual training to the fullest extent, it risks missing out on opportunities to educate its staff and help its employees thrive.  

How to Use the 70-20-10 Model 

There is no such thing as optimal use of the 70-20-10 instructional model. Instead, the model serves as a guide that your L&D organization can use to engage with its workforce, and you should be willing to modify the model to accommodate the needs of your employees.  

It often helps to build a remote training strategy from the ground up. Your organization should engage all stakeholders in the development of its strategy, so it can find ways to educate its employees via videos, online discussions, and other remote learning tools.  

Furthermore, you should consider experiential learning methods to avoid boredom during virtual training sessions. For instance, you can incorporate quizzes, role-play exercises, and other interactive activities to ensure workers can have fun while they learn.  

Monitor your remote training efforts and make adjustments over time. Once you know your strategy’s strengths and weaknesses, you can explore ways to transform any weaknesses into strengths, too.  

Want to Level Up Your L&D? LTS Can Help 

Along with using the 70-20-10 instructional model, you can add top-notch talent to take your L&D organization to the next level. At LTS, we can help you find exceptional talent to fill a variety of roles across your organization. To learn more, please contact us today. 

 

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