That’s why many top-performing organizations use the 70-20-10 model to guide their leadership development strategies. It’s a simple framework with big implications.
What Is the 70-20-10 Model?
The 70-20-10 model is a research-based approach to learning and development that breaks down how people grow in their roles:
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70% of learning comes from on-the-job experiences
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20% comes from learning through others (coaching, mentoring, feedback)
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10% comes from formal training (courses, workshops, and educational programs)
Rather than replacing classroom learning, this model helps organizations balance their development efforts, focusing more on real-world exposure and human interaction.
Why the 70% Matters Most
The bulk of leadership growth happens through real work which may include leading a project, managing a crisis, launching a new product, or stepping into an unfamiliar challenge.
This kind of experiential learning:
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Encourages problem-solving under pressure
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Builds confidence and resilience
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Forces leaders to make decisions with real consequences
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Offers insight into organizational dynamics
Emerging leaders can develop practical skills that no textbook can teach if they take on stretch assignments and succeed at navigating complex situations.
The Power of the 20%: Learning Through Others
While experience is crucial, learning is amplified through connection, feedback, coaching, observation, and mentorship.
This 20% often includes:
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Mentoring relationships
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Regular one-on-one feedback from supervisors
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Peer learning and knowledge-sharing sessions
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Leadership shadowing opportunities
These social learning elements create space for reflection, accountability, and continuous improvement.
Leaders grow faster when they can observe others, ask questions, and receive honest input about their strengths and blind spots.
The Role of the 10%: Formal Training
Formal training provides structure, theory, and tools that support leadership growth. It gives individuals the language and frameworks to better understand what they’re experiencing at work.
This includes:
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Leadership development workshops
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Online learning platforms
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Business schools and executive education
While only 10% of the model, formal learning still plays a critical role, especially when used to prepare individuals for new responsibilities or reinforce core competencies.
The key is ensuring that formal training is practical, relevant, and immediately applicable to their work context.
Applying the 70-20-10 Model in Your Organization
You don’t need a massive budget to start applying this. Here’s what it could look like:
✅ Design stretch roles that allow future leaders to grow through responsibility.
✅ Pair people with mentors or coaches who provide guidance and feedback.
✅ Promote cross-functional collaboration to expose leaders to different perspectives.
✅ Offer targeted workshops and short learning bursts
✅ Encourage self-reflection as a regular part of the work week.
You don’t need to overhaul your entire training program, just start aligning your learning approach with this balance.
If you're serious about growing capable leaders, we're here to help.
From strategy to execution, we work with teams to embed leadership development into real work, not just workshops.
Let’s talk about what that could look like for your organization.