What’s the 70-20-10 Framework?
The 70-20-10 framework is a research-based guideline for developing managers, derived from over 30 years of studying how executives learn, grow, and change throughout their careers. According to this rule, leaders learn and grow from three types of experiences, broken down as follows:
- 70% from challenging experiences and assignments
- 20% from developmental relationships
- 10% from coursework and training
The key idea behind the 70-20-10 framework is that leadership can be learned — leaders are made, not born. Today, a manager’s ability and willingness to learn from experiences is more important than ever for effective leadership.
Going Beyond the 70-20-10 Rule with Experience-Driven Development
While the 70-20-10 framework is straightforward, it’s essential to recognize that not all experiences are equally beneficial for learning. Identifying which experiences lead to the most growth and what specific lessons can be learned from them is crucial.
To assist you and your team in aligning your learning needs with the right experiences, extensive research has been conducted to establish connections between different experiences and the lessons they offer. This research has been expanded to a global audience, collaborating with organizations in India, China, and Singapore to understand how leadership is learned across cultures.
Sources of Leadership Learning from Experiences
Research conducted in China, India, Singapore, and the U.S. highlights important similarities and differences in how leadership is learned. Five key sources of leadership learning were identified:
- Bosses and superiors
- Turnarounds
- Increases in job scope
- Horizontal moves
- New initiatives
Additionally, each country has two unique primary sources of leadership learning:
- China: Personal experiences and mistakes
- India: Personal experiences and crossing cultures
- Singapore: Stakeholder engagements and crises
- United States: Mistakes and ethical dilemmas
Among the universally important leadership lessons learned from these experiences, the following three stand out across all countries:
- Managing direct reports
- Self-awareness
- Executing effectively
To adapt and grow, leaders must continuously engage in new experiences and challenges that promote learning. While changing jobs can provide powerful learning opportunities, leaders can also find valuable experiences in their current roles by actively seeking out or enhancing relationships with bosses, mentors, and peers.
At the Center for Creative Leadership (CCL), our work with the 70-20-10 framework emphasizes the importance of experience in talent management. This approach focuses on the critical role of challenging assignments in attracting, developing, and retaining talent. The effectiveness of on-the-job experience is further enhanced when supported by developmental relationships and formal learning opportunities.
The Amplifier Effect of Coursework & Training
While coursework and training contribute only 10% to a leader’s development, well-designed programs have an amplifier effect. They clarify, support, and enhance the other 90% of learning. For instance, training modules that incorporate tools and practical sessions can help managers become more effective learners and leaders.
Adding Value to the 70-20-10 Framework
Personalization: Tailoring experiences to individual strengths and career aspirations can make learning more impactful. This ensures that the developmental path aligns with personal goals and the organization’s needs.
Continuous Feedback: Establishing a culture of feedback allows leaders to reflect on their experiences, enhancing their learning journey. Regular check-ins can help identify areas for improvement and reinforce positive behaviors.
Mentorship Programs: Formal mentorship can significantly enhance the 20% of learning derived from relationships. Pairing less experienced leaders with seasoned mentors can foster knowledge sharing and support.
Cross-Functional Projects: Encouraging leaders to participate in cross-functional teams exposes them to diverse challenges and perspectives, enriching their learning experiences and preparing them for higher responsibilities.
Integration of Technology: Utilizing digital platforms for learning and collaboration can enhance the training experience. Online resources, virtual mentorship, and interactive workshops can support the 10% coursework effectively.
In summary, the 70-20-10 rule illustrates that individuals learn 70% from challenging experiences, 20% from developmental relationships, and 10% from formal coursework and training. Skilled training specialists can help organizations create a shared knowledge base and align their members with a common vision of leadership and the principles of the 70-20-10 framework. By enhancing this framework with personalized learning, continuous feedback, mentorship, cross-functional projects, and technology, organizations can maximize the effectiveness of their leadership development initiatives.
