Leadership development does not depend solely on classroom training programs. High-performing organizations apply the 70-20-10 model, a framework that balances hands-on experience, social learning, and formal training.
In today's business world, leadership development does not depend solely on classroom training programs. High-performing organizations apply the 70-20-10 model, a reference framework that balances hands-on experience, social learning, and formal training to drive the growth of human talent.
What is the 70-20-10 model?
This approach proposes that professional growth comes from three main sources:
- 70% experiential learning (on the job): taking on projects, challenges, and roles that push the leader out of their comfort zone.
- 20% social learning (coaching and mentoring): feedback and guidance from other leaders.
- 10% formal training: courses, workshops, and certifications.
In this way, competency development does not remain theoretical, but becomes a transformative experience.
70% Experiential learning: leadership in action
The most successful companies use practice as the foundation of their development model.
Examples:
- Unilever propels its high potentials with international assignments across different cultures and markets.
- GE strengthens its Leadership Pipeline by placing its executives in complex roles early on.
20% Social learning: mentoring and coaching
Structured mentoring and executive coaching allow talent to develop faster.
Examples:
- Google created the g2g (Googler-to-Googler) program, where employees share knowledge and train their peers.
- IBM connects leaders from different countries in global mentoring programs.
10% Formal training: specialized knowledge
Although it represents a smaller percentage, academic training remains key.
Examples:
- Harvard, INSEAD, and Wharton offer business leadership programs.
- Coca-Cola University and Deloitte University are benchmarks in global corporate training.
Companies that apply the 70-20-10 model
Companies such as Amazon, Novartis, L'Oréal, Nestlé, Siemens, and Meta integrate this model to ensure a constant pipeline of leaders capable of facing global challenges.
Conclusion
The 70-20-10 model is more than a theory: it is a proven practice that allows companies to develop resilient, innovative leaders prepared for the challenges of the future. At Jugada Maestra, we apply this approach to enhance executive talent and support our clients in building high-performance teams.
Do you want to implement the 70-20-10 model in your organization? Contact us and let's design a tailored leadership strategy together.