Make 2023 a Game-Changing Year for Leadership by Using the 70/20/10 Rule

We at Leadology are so thrilled to be stepping into yet another year with you and can only hope that you are equally as enthusiastic about what 2023 has in store for incredible leaders like you– and we are equally just as excited to cover the 70/20/10 Rule the Leadology way!

Like many other annual landmarks– work anniversaries, birthdays, and other special dates– the new year gives us all an opportunity to pause and take a hard look at our personal and professional progress. We admit, in the midst of the year, it can be quite difficult to take stock of what’s working, what’s not, and what to do with all of that information as it relates to leadership. But as managers, it’s vital that we approach each and every year with a distinct approach to not only better ourselves, but our teams, organizations, and industries as a result. The 70/20/10 rule provides a great opportunity for workplace leaders to hone in on their employee development.

What is the 70/20/10 rule?

We’d like to recommend starting the year off strong by looking to the power of the 70/20/10 rule. This tried-and-true method is rather simple, identifying three sources of workplace learning and how each can be achieved: 70% to job-related experiences, 20% to coaching/mentoring interactions, and 10% to formal educational events.

The beautiful thing about this principle is that it applies to all employees, and it suggests that everything we do as a part of our jobs offers some level of professional learning and development in the long-run. Better yet, it completely supports the idea that leadership can be learned– and that leaders are ultimately made, not born. As you can assume, that’s a philosophy we can get behind.

Using the 70/20/10 Rule in the Workplace for Employee Development

So, we’re already familiar with the three types of learning covered by the 70/20/10 rule, but what does that learning look like practically in the workplace? And how can we ensure that we’re meeting this ideal balance ourselves and across our teams in order to further employee development?

To start, it’s important to note that this is not a perfect science, but rather a guide to inform the top learning priorities that leaders can embed in their personal and team development strategies. When prepared with lots of hands-on experience, supplemented by mentorship opportunities and formal training, leaders and employees are able to add variety and re-energize development efforts on their teams giving them momentum to dig deeper in their personal and professional learning journeys. Now, time to dig into how we can cultivate systems to really make this approach come to life!

Hands-on experience (70%)

The largest tenant of the 70/20/10 rule holds that we have an opportunity to infuse a learning mindset into the regular day-to-day tasks of our work.  Think: creating reports, participating in meetings, collaborating on projects, etc. Great managers will make an effort to explicitly communicate how each task, project, and goal supports learning and growth, which will have a positive impact on employee motivation and engagement. Feedback is also a key component of hands-on experience as it helps employees learn and grow through their mistakes.

Mentorship (20%)

People and relationships matter. Whether you’re a senior-level employee or a new grad hire, mentorship is essential to personal and professional development in the workplace. As leaders, we have the responsibility of helping our employees to grow through effective feedback conversations and coaching sessions. Through organic one-on-one meetings, regular performance reviews, and formal mentorship programs, we all have the capacity to drastically improve in our current positions and throughout our careers.

Formal training (10%)

One of the reasons we created our group coaching program Activate, is that it’s essential that formal training goes beyond just sitting in a classroom taking notes. Instead, managers must seek programs that allow them to acquire and strengthen their management skills and then immediately use that knowledge in the 70% on-the-job application. Modern educational opportunities for managers will continue to be a game-changer in 2023!

Workplace leaders must prioritize employee development

Personal and professional learning and development is a lifelong journey. Growth opportunities offered within the workplace will certainly vary across organizations, but as a workplace leader, you have the power to engage yourself and your employees in this realm with more focus and intention than ever. 

In fact, leaders from across the globe are already preparing for collective growth this year thanks to comprehensive leadership programs like Activate. Through our 12-week learning journey, we lead managers in purposeful conversations and toolkits for leadership that can empower them to put pen to paper when it comes to development plans of their own. And, of course, we utilize the 70/20/10 rule inside!

Ready to embark on the learning journey of your career? Schedule a call with us to learn more about how our learning journeys are equipping leaders with the resources to boost employee development and strategize growth across their teams and organizations. 

Let’s get intentional about the way we grow this year. 

– Carrie & Team Leadolog