70-20-10, Online Learning & E-learning Simplified

A very practical post this time.

Two bits of confusing terminology that have come up in conversation recently: '70/20/10' and 'Online learning vs E-learning'.

I often encounter confusion regarding where our online work sits (it belongs in the 70), and I am sure some of our suppliers are baffled when I politely explain that we do online learning so we don't have any involvement with E-learning.

So I've found the diagram above useful in explaining to our internal stakeholders (who may get frustrated with our own apparent confusion) what goes where. This is how I explain the relationships:

• 70/20/10 has both a face-to-face dimension and an online dimension: for example there are face-to-face social aspects (like learning from peers) and online social aspects.

• The 10% (Formal learning) typically refers to E-learning modules or classroom events. These are courses. They are are the things managed by the LMS.

• The 20% (Social dimension) refers to those social contexts, such as face-to-face or online communities of which you are a member and from which you learn.

• The 70% ('On the Job') refers to those mechanisms that we use to learn at the point of need. These days we use plenty of online resources (such as Google) to learn at the point of need. The online resources that we use are a powerful form of performance support. Our line manager or coach can also provide support as we work, or assignments and challenges which drive further learning.

The easiest way to think of the distinction between formal vs informal learning is courses vs resources. Courses are typically content-centric (focussed on information transfer) whilst resources are context-centric (focussed on performance).

It is a simplification, of course, but it's close enough to be practical. You are welcome to use the model if you find it helpful.