A recent study of nearly 2000 learners across the world has incited heated debate across the Learning and Development community.  The research proposed that businesses who adopted the 70:20:10 model of learning have improved organisational success, demonstrating impressive figures such as they are four times more responsive to change, staff are three times more motivated and customers’ satisfaction scores doubled; in comparison to traditional learning led organisations.

The 70:20:10 model suggest that businesses focus learning delivery on 70% from learnt job knowledge, 20% from observing others and only 10% on formal training.

As you can imagine the majority of businesses pride themselves in their people investment, and in fact the study highlighted that currently only 47% of L+D professionals use the model as a guide: meaning over a half of businesses defer to a more traditional learning route.

As training budgets come under even more scrutiny, most HR departments and businesses are naturally reviewing the annual cost of training and are looking to find savings where they can.  This is turn puts emphasis on training and coaching providers to be able to deliver measurable and meaningful results.

Sitting back from the debate, as a coaching and training company who offers the formal training in question, it opens up even more pertinent questions.  How does a business create a culture of continuous improvement? How do they create a quality learning foundation that can be learnt, observed and role-modelled? How will they introduce trickle-down training that will benefit and not block the organisation?

Even if less than half of businesses are following the 70:20:10 model, coaching and training providers like Kapow Coaching need to ensure that what they provide can be then learnt, observed using trickle-down training programmes that have not only individual, group but organisational benefit.