70:20:10 Framework

Learning philosophy

Learning is a continuous and reflective practice. It is a process for facilitating and inspiring individual, group and organisational learning and development.

The 70:20:10 framework describes how learning occurs:

70 per cent

from real life and on-the-job experiences, tasks and problem solving. This is where some of the richest and most effective learning and development takes place. This is called action learning – in the flow of work

20 per cent

from feedback, mentoring, coaching, networks and from observing and working with role models. This is called relationship learning – learning from others

10 per cent

from formal learning and structured programs

Learning is contextual and the balance between these three will be different for each learning and development context and situation.

Excellence in leadership

Learning can be maximised through these initiatives by:

  • collaborating with stakeholders
  • ensuring connection to context and meaning for participants
  • stretching people through challenging work/assignments
  • facilitating the sharing of knowledge and resources
  • providing opportunities to test ideas and practice skills
  • creating communities of learning
  • exploiting opportunities to apply learning in the ‘flow of work’.

Blended learning strategies

Opportunities to learn and develop through experience include:

  • mobility
  • secondments 
  • acting positions 
  • vertical and horizontal moves 
  • exposure to other departments and roles
  • stretch assignments
  • challenging projects 
  • increasing span of control 
  • opportunities to take up positions on whole of government committees
  • new work within your current role 
  • community activities.

Opportunities to learn and develop through others include:

  • conversations
  • formal and informal feedback
  • networking
  • coaching and mentoring
  • job shadowing
  • action learning
  • peer learning
  • joining professional associations.

Actions to deliver results

Agencies can support the work place learning process by:

  • providing time for self-directed learning in the workplace
  • creating useful peer-related FAQs and knowledge bases
  • providing places for workers to congregate and share experiences
  • supplementing self-directed learning with mentors and experienced professionals
  • building networks, blogs, wikis and knowledge bases to facilitate discovery
  • using technology to make it easier to collaborate and network
  • encouraging cross-functional gatherings and sharing.

Agencies can assist staff improve their learning skills by:

  • explicitly teaching workers how to learn effectively
  • sharing ways others have learned topics, subject areas and specific tasks
  • enlisting learning coaches to assist and encourage reflection.

Agencies can create a supportive organisational culture by:

  • establishing a budget for workplace and social learning
  • supporting innovation and learning through trial and error
  • incorporating the ‘70’ and ‘20’ aspects of the learning
  • positioning learning as a growth experience and not something that staff need others ‘to do to them’
  • adding learning and teaching objectives and goals to job descriptions
  • encouraging learning relationships and professional communities.

Page last updated 19 September 2018