Origens do modelo 70:20:10

Summary

The video explores the origins and implications of the 70-20-10 learning model, often debated in academic circles for its controversial paternity and research methods. The model suggests that 70% of learning occurs informally through work experiences, 20% through interactions like coaching, and 10% through formal educational settings. Rooted in research by Canadian professor Allen Tough in the late 1960s and popularized by Michael Lombardo and Robert Eichinger, the model aims to emphasize the importance of informal learning in professional development. The video invites viewers to learn how to effectively apply this model in their organizations.

Takeaways

• 😀 The 70-20-10 model's origin is controversial and often debated regarding its authorship and research methods.
• 😀 The model is confused due to its generic and arbitrary distribution, which does not universally apply to all audiences.
• 😀 It is applicable as a learning model in the workplace, while its conclusions stem from broader studies on adult learning.
• 😀 Recognition of experience as learning has been emphasized by adult learning theories and constructivism.
• 😀 The model became popular in business contexts, particularly in leadership and career development studies.
• 😀 Researchers from Deakin University highlighted the origins of the 70-20-10 model in the works of Canadian professor Allen Tough.
• 😀 Tough's foundational work published in 1968 and further elaborated in 1971 estimated that 70% of learning occurs outside formal structures.
• 😀 The model categorizes learning as 70% informal (from experiences), 20% social (from interactions), and 10% formal (from structured educational actions).
• 😀 Michael Lombardo and Robert Eichinger's 1988 study popularized the term 70-20-10 through their research on executive learning.
• 😀 The 70-20-10 framework is not just a fixed proportion but an attempt to recognize and promote informal learning within organizations.

Q & A

What is the 70-20-10 learning model?

The 70-20-10 learning model is a framework that categorizes learning in the workplace into three types: 70% informal learning through experience, 20% learning through interaction with others, and 10% formal education.

Why is the origin of the 70-20-10 model considered controversial?

The origin of the model is controversial due to debates about its authorship and the research methodologies used to determine the proportions of learning types.

Who are the key figures associated with the popularization of the 70-20-10 model?

Michael Lombardo and Robert Eichinger from the Center for Creative Leadership are key figures who popularized the 70-20-10 model in the late 1980s.

What does the '70%' in the 70-20-10 model represent?

The '70%' represents informal learning that occurs in the workplace, often through overcoming challenges and gaining practical experience.

What types of learning are categorized under the '20%' in the 70-20-10 model?

The '20%' encompasses learning that occurs through interactions with others, such as coaching, mentoring, and peer collaboration.

What kind of learning is included in the '10%' category?

The '10%' category includes formal education that is structured, such as training courses, workshops, and instructional programs.

How did the initial research for the 70-20-10 model begin?

The initial research began with studies that sought to understand how executives learned the skills that contributed to their career success, which led to the categorization of learning events.

What was the purpose of Alentou's work in 1968 related to learning?

Alentou's work aimed to establish foundational ideas about workplace learning and identified the significant portion of learning that occurs outside formal structures.

What significance does the 70-20-10 model have for organizations?

The model encourages organizations to recognize the value of informal learning and to balance different learning opportunities, fostering a holistic approach to employee development.

How can organizations apply the 70-20-10 model effectively?

Organizations can apply the model by creating environments that support informal learning, encourage mentorship and collaboration, and provide structured training, thereby enhancing overall employee development.