How your recommended learning plan aligns with our

70/20/10 Learning Model

You’ll see references to the following 70/20/10 model when you review the recommended learning plan and resources on your self-assessment results page. You may recognize it from other PPD CRA training materials.

70% Experience
On-the-Job Activities
On-The-Job Learning
  • Enhancing your skills with every project
  • Going into assignments with a goal in mind
  • Taking on stretch assignments and additional job tasks of projects that expand capabilities
  • Leading team meetings
  • Filling an interim role
  • Leading a cross-functional project
  • Develop and deliver presentations to a difficult customer
20% Exposure
Relationships & Feedback
Guided Learning from Others
  • Networking-building relationships with others who can provide:
    • Ongoing feedback
    • Coaching
    • Mentoring
    • Opportunities for increased visibility to senior leaders and teams
  • Facilitating a workshop
  • Sharing your expertise with others-joining a cohort where you can post your knowledge and ideas on collaborative channels such as Yammer, Microsoft Teams, etc.
  • Join professional organizations
  • Shadow a co-worker to see how they conduct their work
  • Participate in peer meetings, conferences
10% Experience
Training & Education
Formal Learning Opportunities
  • Attending training courses
  • Obtaining certifications
  • Reading books and articles
  • Attending conferences
  • Listening to podcasts
  • Viewing TED Talks
Broader Impact
Targeted Impact

THREE WAYS TO LEARN

As you may recall, this learning model holds that learning experiences fall into three categories, with experiences (learning by doing) generally accounting for approximately 70%; exposure (relationships and feedback) accounting for 20%; and education (training) accounting for 10%.

YOUR LEARNING EXPERIENCE WILL BE UNIQUE

However, this model is not exact. It is a guide. Each person is different, and your results may indicate that your recommended learning plan include greater or lesser percentages of resources from each of these three categories.

Your CRA level may, to some degree, determine how much of your development experiences are the result of these three learning categories. For instance, Principal CRAs are likely to have a relatively greater percentage of their learning experiences come from education, since they already know much of what can be learned from on-the-job experience and exposure. Their learning experiences tend to be more targeted and specific in nature.

On the other hand, an ACRA is relatively more apt to gain a greater percentage of their learning experiences from experience and exposure simply because they haven’t had as much time or opportunity to learn in these ways. So, their learning experiences tend to be broader as they are gaining a better understanding of the CRA role in general.

UNDERSTANDING HOW AND WHY YOUR LEARNING EXPERIENCE CHANGES OVER TIME

As you move on to other CRA levels, you’ll likely notice that more of your learning is gradually beginning to come from exposure and education, and less from on-the-job training. But all three are vitally important to your growth, development, and success as a PPD CRA.