The Future Of The 70-20-10 Remote Learning Model
Learning and Development (L&D) have always been important for a successful career, but the way we learn is changing, especially with the rise of remote work. Employees are no longer trained by sitting in a conference room for hours or reading lengthy textbooks. Today, companies and employees experience learning that happens online. The 70-20-10 model of L&D has been a standard for years, and we’ve seen how it can be adapted for remote learning. But this isn’t the only trend around that can impact the model. So, what’s the future of the 70-20-10 model? How can we adapt it to fit the needs of employees who seek more flexible, self-directed, and fresh learning experiences?
It’s time to rethink learning in a way that includes new technologies, AI, and continuous growth. This isn’t necessary just for career development but also for a lifelong commitment that will benefit every aspect of employees’ lives. Without further ado, let’s explore the future changes in L&D and how they can shape the 70-20-10 model.
What Does The Future Hold For The 70-20-10 Model In Remote Learning?
AI-Powered Learning
AI-driven platforms are changing learning by personalizing it. How? Instead of sitting through irrelevant courses, AI analyzes your skills, interests, and progress to recommend content that’s actually useful to you. For example, there are AI-powered chatbots that act as tutors. They provide real-time feedback, answer your questions, and even offer practice activities. You may also find this as adaptive learning. Basically, this means that the system creates a learning plan based on your performance. If you’re struggling with a concept, it offers more resources. If you’re really good at something, it moves on with more challenging material. With AI, you can enhance all 3 aspects of the 70-20-10 model, making remote learning more interactive and meaningful.
Virtual And Augmented Reality
Thanks to Virtual Reality (VR) and Augmented Reality (AR), remote learning has completely changed for good. These technologies allow employees to actively engage in realistic, hands-on experiences. With VR, you’re placed in a fully immersive digital environment, whether it’s a virtual hospital, a factory, or a customer service scenario. AR, on the other hand, overlays digital elements in the real world, allowing you to interact with virtual guides, instructions, or even troubleshooting help. This is extremely useful for the 70% of the model, which is experiential learning, as well as the 20%, learning from others. This is because VR and AR not only allow you to practice what you learn but also to do it in a collaborative environment, learning with others and sharing experiences and insights.
Microlearning And On-Demand Learning
Microlearning has become really popular, as it provides employees with short lessons designed to fit into even the busiest schedules. Therefore, remote workers can gain new skills in five to ten minutes throughout their day and enjoy the flexibility of not having to sit through scheduled courses. This approach of attending courses whenever you feel like it is also called on-demand learning. For remote workers, this means that professional development becomes an ongoing, natural part of the day. Whether they do it during a break or while having lunch, learning is now more flexible and convenient than ever. This is great news for the 10% of the 70-20-10 model, which is traditional learning, as it now becomes more interesting and feels less like a chore.
Lifelong Learning
When it comes to skills, what’s relevant today might not be tomorrow, and professionals who don’t keep learning are at risk of falling behind in their careers. That’s why lifelong learning is important. Job roles are changing, especially with automation and AI, and companies need to always adapt to new tools, software, and ways of working. This means that upskilling and reskilling are essential for staying competitive. Remote learning is the perfect solution to that, especially if it’s done in an engaging way, following the 70-20-10 model. This makes it more effective and interesting, thus making it easier for employees to practice lifelong learning.
Self-Directed Learning
One of the biggest shifts in remote learning is self-directed learning, where employees take charge of their own growth. After all, workers everywhere have endless opportunities to learn at their own pace and on their own terms. For instance, for the 70%, they can view tutorials, explore software on their own, or actively take on new projects. Similarly, for the 20%, they can join learning communities and interact with other learners, sharing experiences, asking questions, and exchanging resources. Or, they can collaborate with their peers and learn from each other. Lastly, for the 10%, they can choose a more structured approach, setting goals and choosing courses that interest them.
How To Adapt The 70-20-10 Model For Future Changes
With remote and hybrid work becoming so popular and all these new technologies shaking up L&D, are the percentages of the 70-20-10 model relevant to the future? The short answer is yes, but with a little adjustment. Traditionally, 70% of learning comes from hands-on experience, 20% from social interactions, and 10% from formal training. But things have changed. For example, remote employees are gaining new skills through eLearning, so the “70%” looks different. Social learning has also transformed, as it now happens through online communities, chat conversations, and social media groups. Even the 10% has changed, as traditional learning isn’t as traditional anymore. Remote workers have turned to resources like microlearning, tutorials, webinars, and AI-powered learning platforms to gain new knowledge. So, instead of blindly following the 70-20-10 rule, organizations should take a more flexible approach. The secret isn’t to keep the exact percentages; it’s ensuring employees get the right amount of experiential, social, and formal learning in ways that prepare them for the future and are relevant to their goals.
Conclusion
Learning is a lifelong process. Especially since technology changes all the time, keeping your approaches adaptable is key. New tech trends make it easy to learn new skills, but it’s up to you to own your learning path. You don’t have to wait for formal training. Instead, adapt the 70-20-10 model for the future, experiment, and ask questions. Most importantly, though, be open to change, as it’s the only sure thing happening in the L&D world.
