70 20 10 Development Plan Template

A development plan template is a structured document that outlines an individual's goals, objectives, and actions for professional growth and skill enhancement. It provides a framework for organizing and tracking development activities over a specified period, typically aligning with the individual's career aspirations and the organization’s goals.

The 70-20-10 development ratio is a learning and development model that emphasizes the importance of experiential learning (70%), social learning (20%), and formal learning (10%) in driving individual growth and advancement in the workplace.

70% comes from experiential learning: Learning and developing through day-to-day tasks, challenges, and practice within the workplace. This component emphasizes that most learning comes from on-the-job experiences, including handling projects, problem-solving, decision-making, and other tasks that require applying knowledge in real-world scenarios.

20% comes from social learning: Learning through interaction with others, through receiving feedback, mentoring, coaching, and observing and collaborating with peers and leaders. It highlights the importance of social interactions and learning from others' experiences as a critical component of professional development.

10% comes from formal education: Learning through structured courses, workshops, training, and seminars. This formal instruction provides foundational knowledge and theory but constitutes the smallest part of the learning model.

The 70-20-10 development action plan is based on the principle that 70% of learning comes from on-the-job experiences, 20% from interactions with others (such as mentoring, coaching, and feedback), and 10% from formal training or education. A 70-20-10 professional development plan leverages this guideline by allocating development activities across these three categories to maximize learning and growth.

To write a 70-20-10 professional development plan, first, identify specific learning objectives and goals based on the individual's career aspirations and areas for improvement. Then, allocate development activities across the three categories: on-the-job experiences (70%), such as stretch assignments, special projects, or job rotations; social learning opportunities (20%), including mentoring, coaching, peer feedback, or communities of practice; and formal training or education (10%), such as workshops, courses, seminars, or certifications. Finally, create a timeline for each activity, set metrics to measure progress, and establish mechanisms for feedback and reflection to support continuous learning and development.

The 70-20-10 rules for career development emphasize the importance of diverse learning experiences to advance one's career. The model suggests that most learning occurs through hands-on experiences, followed by interactions with peers, mentors, and supervisors, and lastly, through formal training or education programs.

This model supports the idea that while formal education can lay the groundwork for professional knowledge, the most impactful learning comes from informal learning through practical experiences and interacting with others within the workplace.