CHRA Workplace Learning and Development Practice Test

In leadership development, the 70-20-10 model shows that most learning comes from doing, with substantial support from others and a smaller share from formal instruction. The largest portion—about 70%—comes from on-the-job experiences: taking on real responsibilities, tackling stretch assignments, leading projects, and handling day-to-day problems. This is where skills are practiced, feedback from results is gathered, and learning is deeply tied to actual performance.

A significant portion—about 20%—comes from coaching, mentoring, and feedback. This social learning helps translate experiences into capability, guiding reflection, offering perspective, and accelerating growth through structured guidance and support from others.

The smallest portion—about 10%—comes from formal training, such as courses and workshops. While useful for building foundational knowledge, it’s the least impactful for changing behavior on the job when viewed in isolation.

Hence, the distribution with 70% on-the-job experience, 20% coaching/mentoring, and 10% formal training aligns with how adults learn in leadership roles. Other options shuffle these shares, which would disagree with this model’s emphasis on practical application and social learning alongside targeted training.