Dear Ajay, since I have been involved in training for the last 17 years, your post obviously caught my attention. However, you could have provided a little more elaboration on the nature of your query. Are you a student or a working professional? If the latter, are you a training manager or an external trainer? What is the context of your query?
After browsing Google, I came across a few articles. The basic premise of the model is as follows:
- 70% of learning is experiential. It occurs through daily tasks, challenges, and practice.
- 20% of learning is social. It happens with and through other people, such as coworkers.
- 10% of learning is formal. It occurs through structured training courses and programs.
On Wikipedia, there is an article on this subject, which also includes criticisms. You can refer to the article by clicking the following link: [link to the article]
My observation: The model does not address self-learning and self-motivation. For a well-motivated employee or worker, the percentage breakdown could be different. Having conducted hundreds of training programs, I have noticed that participants often attend out of discipline rather than willingness. With an unwilling mindset, whether it is experiential, social, or formal learning, it may not make a significant difference. For further queries, feel free to contact me.
Thanks,
Dinesh Divekar