The 70:20:10 learning model has been part of the training world for decades, but it continues to be one of the most practical ways to understand how people really acquire skills. It highlights something most training teams already know instinctively: formal courses matter, but they’re only a small part of the story. Confidence, competence and long-term performance come from what happens outside the classroom just as much as what happens inside it.
For commercial training providers, the challenge is in applying the model in a real operational environment where diaries are full, customers want fast responses, accredited courses need precise coordination and admin pressures leave little space for anything extra. Many teams want to deliver a richer blend of experience, coaching and structured learning, but the reality of running busy training operations can make this feel out of reach.
With the right approach, the 70:20:10 model becomes a framework that supports your programmes, strengthens your value to customers and makes your delivery smoother rather than heavier.
The principle behind 70:20:10 is simple. Around 70% of learning happens through hands-on experience. Learners build capability by doing the task, trying things out, applying skills in real situations and learning from the outcomes. Another 20% comes from other people. That might be a mentor, a trainer observing and giving advice, a colleague sharing knowledge or a group working through a challenge together. The final 10% comes from formal sessions such as courses, workshops, eLearning or assessments.
In the commercial training world, the “10%” tends to dominate because it’s the visible, bookable element. It’s where revenue comes from and where delivery takes place. But most training teams agree that the biggest shifts in skill and behaviour come from the practical and social elements, not just the classroom piece. A blended experience helps learners retain information, apply it correctly and understand its relevance to their day-to-day work.
What learners do before and after the formal sessions often decides whether a course has real impact. Pre-course preparation sets expectations and builds confidence. Post-course practice creates momentum. Coaching and feedback help learners correct mistakes quickly. It’s a far more realistic view of how people grow, but it requires operational stability to support it.
On paper, the model is straightforward. In practice, the pressure on training teams makes it difficult. When teams are managing bookings in one tool, waiting lists in another, attendance somewhere else and trainer schedules in a spreadsheet, it becomes harder to build the space needed for the experiential and social sides of learning.
The cracks usually appear once the formal course is over. Many learners drop off after the session because there’s no structured follow-up or simple way to track progress. Trainers may want to give ongoing feedback but can’t easily see where each learner is in their journey. Busy administrators often revert to firefighting, focusing on certificates, changes to bookings, trainer updates or customer questions instead of shaping the broader learning experience.
Even when providers want to strengthen the 20 and 70 parts of the model, the admin load can get in the way. Coordinating coaching, supporting on-the-job practice or simply checking in with learners becomes difficult when the underlying systems aren’t connected. The model doesn’t fail because it’s unrealistic. It fails because the operational setup isn’t built to sustain it.
The most effective way to implement 70:20:10 is to do it with as little friction as possible for your team. When scheduling, communication, resource planning and reporting are all connected, the model becomes far easier to support.
One of the simplest shifts is automating the learner journey. When pre-course information, post-course reminders, coaching prompts and feedback requests send themselves automatically, learners stay engaged without manual chasing. It means your team isn’t relying on memory or extra admin to maintain momentum.
Another important factor is visibility. When trainers, rooms, vehicles and equipment are planned in one unified view, the experiential parts of learning are easier to coordinate. It reduces clashes, prevents double bookings and frees trainers to focus on delivery rather than logistics.
Consistency in data capture makes a big difference too. When attendance, assessments, trainer notes, requalification details and workplace tasks all flow into one place, you get a much clearer picture of each learner’s progression. This is the information needed to support the 20 and 70 effectively. It enables you to spot patterns, identify learners who may need more support and understand what’s working well across different programmes.
Once these operational foundations are in place, introducing coaching elements, workplace tasks, reflective activities or peer discussion doesn’t feel like extra work. It becomes a natural part of your delivery model rather than something you bolt on.
A training management system is sometimes viewed as a tool for the structured and administration-heavy parts of training. But accessplanit is built to support the full learning journey, not just the formal 10%.
Training providers use the platform to design automated learner workflows that keep people connected before, during and long after the course. This means learners receive clear guidance, reminders and follow-up tasks without anyone needing to manually trigger them.
The scheduling tools give teams one reliable view of trainers, rooms, equipment and vehicles. That visibility makes the practical elements of delivery far easier to manage and reduces the time spent sorting out clashes or last-minute changes. Progress tracking is also centralised, so assessments, documents, workplace tasks, notes and requalification information all sit together and can be monitored over time.
Reporting adds the final layer. Instead of relying on feedback forms alone, training teams can see the full picture of learner engagement and progression. This allows you to design programmes that genuinely reflect the 70:20:10 model and demonstrate their impact to customers in a clear, data-driven way.
All of these elements reduce the admin load that usually blocks the experiential and social parts of learning from taking shape. With that burden lifted, teams can focus on delivering richer experiences that support real skill development and build stronger relationships with customers.
The 70:20:10 model is a realistic reflection of how people learn. The challenge isn’t the concept; it’s the operational environment around it. When admin pressures ease, systems connect and data is easy to use, training teams have the space to craft a fuller learning journey that goes beyond the classroom.
For providers delivering accredited, compliance-heavy or high-volume training, that space can be transformative. It helps you deliver better outcomes, stand out in a competitive market and offer a more valuable experience without overstretching your team.
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