The 70-20-10 framework is a widely recognized model for professional development, originally introduced by researchers at the Center for Creative Leadership (CCL).
Many professionals see formal education—courses, certifications, and training programs—as the foundation of career growth. And they’re right—education plays a critical role in building knowledge and providing structure. But to truly excel, learning must extend beyond the classroom and into real-world application.
The best professionals combine knowledge with hands-on experience. It’s one thing to understand a concept in theory, but another to apply it effectively in a dynamic, unpredictable environment. Real growth happens when you put learning into action, adapting, solving problems, and refining your skills through experience.
This article builds on the ideas from The Cycle of Growth: Learning vs. Performing, which explores how balancing learning and execution is key to career development. If you haven’t read it yet, it provides valuable context.
The 70-20-10 model explains how professional growth actually works:
- 70% comes from hands-on experience—solving problems, taking on challenges, and adapting to real-world situations.
- 20% comes from mentorship and learning from others—receiving feedback, working alongside experienced professionals, and refining your skills through collaboration.
- 10% comes from formal education—courses, books, and training programs that provide structure but only work when applied.
The mistake most people make is spending too much time in the 10% zone, expecting knowledge alone to drive their careers forward. Growth happens when you put knowledge to use, not just when you collect it.
The purpose of learning is not knowledge, but action.
Herbert Spencer
Breaking Down the 70-20-10 Model
70% – Learning Through Experience
The fastest way to improve is by doing the actual work. It’s that simple.
Imagine learning to swim. You can read about techniques, watch videos, and even take a class, but you won’t know how to swim until you get in the water. The same principle applies to professional skills.
If your work feels predictable and easy, you’re not learning. Growth happens when you push beyond your comfort zone. Maximizing Your Potential: Learning vs. Performance Zones dives deeper into how to strike the right balance between challenge and execution.
Experience forces you to make decisions, face obstacles and adapt in ways no training program can replicate. Real growth happens when things are hard, not easy. If your work feels predictable and easy, you’re not learning. Seek challenges that push your limits, even when they’re uncomfortable.
- A marketer launching a new campaign learns more from analyzing real-world results than from any marketing textbook.
- A manager handling a difficult team conflict improves leadership skills more than any seminar could teach.
- A software developer fixing a live system issue gains deeper knowledge than hours of theoretical study.
20% – Learning from Others (Mentorship & Collaboration)
No one succeeds alone. The most effective professionals learn from those ahead of them—mentors, colleagues, and leaders who have already navigated the challenges they face.
This isn’t only about formal mentorship programs. It’s about actively seeking advice, feedback, and perspectives from people who can help you grow.
- Mentorship accelerates learning by providing direct guidance from someone who has already mastered the skills you’re developing.
- Collaboration sharpens abilities by exposing you to different approaches and problem-solving methods.
- Feedback corrects blind spots—you don’t know what you don’t know until someone more experienced points it out. You will not fix something that needs improvement until you because aware of your shortcomings.
10% – Learning from Formal Education
Formal education is valuable—but it provides the foundation. Education is the starting point, not the destination.
A leadership course won’t make you a leader unless you actively practice leading. Reading about negotiation strategies won’t make you a better negotiator unless you step into real conversations and start negotiating.
The problem isn’t education itself—it’s the expectation that formal training alone will drive growth. Courses, degrees, and certifications serve as starting points, equipping you with knowledge, but mastery only comes through experience.
Intellectual vs. Intuitive Knowledge
Education develops intellectual knowledge, while experience provides intuitive knowledge. Take marketing as an example. In school, you memorize frameworks, analyze case studies, and take exams. You “know” marketing in an academic sense. This is intellectual knowledge.
Once you get a job and step into the real world – handling campaigns, solving unexpected problems, and making strategic decisions – you don’t think about textbook solutions. Your responses become instinctive, shaped by real experience. This is intuitive knowledge.
This is the difference between intellectual and intuitive knowledge. Education teaches you concepts, but only experience turns them into instinct. You don’t truly ‘know’ something until you can apply it effortlessly, without overthinking. Formal learning gives you the map—experience teaches you how to navigate the terrain.
How to Apply the 70-20-10 Model in Your Career
The right balance of learning depends on where you are in your career.
Early-career professionals
When starting out, focus on real-world tasks over excessive training. Instead of waiting to feel “ready,” take on challenging projects and learn as you go.
- Volunteer for stretch assignments.
- Seek hands-on work instead of just watching.
- Prioritize execution over theory.
Mid-career professionals
At this stage, mentorship becomes critical. The best way to accelerate growth is to learn from those ahead of you and start stepping into leadership roles.
- Find a mentor who has the experience you want to gain.
- Ask for feedback and apply it.
- Work with strong peers who challenge you.
Senior professionals
Once you’ve built expertise, your focus should shift to strategy, high-impact work, and mentorship. At this stage, growth comes from developing others and making better decisions rather than just expanding your own skill set.
Your greatest value now lies not in maximizing your individual contribution, but in amplifying the performance of others.
- Teach and mentor others—it reinforces your own learning.
- Focus on leadership, decision-making, and high-level execution.
- Take on complex, high-stakes projects.
No matter your level, the key is to spend most of your time learning through experience.
Common Learning Mistakes to Avoid
Relying too much on formal training
Many professionals believe learning means collecting certifications. But knowledge doesn’t matter unless you can use it.
Avoiding challenges
If you never step outside your comfort zone, you’re not growing. Taking on difficult tasks is the only way to expand your skill set.
Ignoring mentorship
You don’t have to figure everything out alone. The right mentor can help you avoid years of mistakes and fast-track your growth.
Final Thoughts: Learn Smarter, Not Harder
The workplace won’t change for you—but if you master real-world learning, you’ll always stay ahead.
To accelerate your growth, prioritize hands-on experience and mentorship over passive learning. Courses and certifications have their place, but they should complement, not replace, real-world application. What sets top performers apart isn’t what they know—it’s how well they apply it.
If you focus on learning by doing, seeking challenges, and leveraging the expertise of others, you won’t just keep up—you’ll stay ahead.