In its long trajectory to try to improve itself from a school-based methodology, training departments have been attractive by various ideas the promote informal learning over anything else. The 70:20:10 framework/model is one of these ideas which stems from 1980s research by the Center for Creative Leadership. I wrote before about this topic during a time where LinkedIn was buzzing with discussions about its effectiveness. The true purpose of this model was a representation based on a qualitative study of successful senior executives and their take on the major influences on their success. Then, there have been quite popular mentions of this approach by well known practitioners in the private field but no substantial research evidence to supported as it has been claimed on the Internet.
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SOURCES
Clardy, A. (2018). 70-20-10 and the dominance of informal learning: A fact in search of evidence. Human Resource Development Review, 17(2), 153-178.
https://journals.sagepub.com/doi/pdf/10.1177/1534484318759399?casa_token=uYGmNfpCmqgAAAAA:Ps4K2RgH9OM6sUbZGwy44gvrfHcJl5z72h-nKboGceEgq0QcCdNYTk0853_97bVIIfF1_GtUfarA0Q
Leading Effectively Staff. (April 24, 2022). The 70-20-10 Rule for Leadership Development. Center for Creative Leadership.
https://www.ccl.org/articles/leading-effectively-articles/70-20-10-rule/
McCall, M. W., Lombardo, M. M., & Morrison, A. M. (1988). Lessons of experience: How successful executives develop on the job. Simon and Schuster.
https://archive.org/details/lessonsofexperie00mcca/mode/2up?q=70+20+10
Scott, S., & Ferguson, O. (2016). New perspectives on 70: 20: 10. A good practice research paper.
http://www.cedma-europe.org/newsletter%20articles/misc/New%20Perspectives%20on%2070-20-10%20(Nov%2014).pdf