Take Ownership of Your Development: Why 70:20:10 Still Matters 

Development doesn’t happen to you, it happens because of you. 

Too often, development is outsourced to a course, a programme, or an annual conversation. But the reality is far simpler (and more empowering): you own your development. 

The 70:20:10 model remains one of the most practical ways to turn that ownership into real, visible progress, by focusing on what you do, who you learn from, and how you support that learning. 

If you’re feeling stuck, or if you’re designing development for others, this is a simple framework that cuts through the noise and gets results. 

It Starts With Ownership 

Recently on LinkedIn, I shared a simple but important message: 

Your organisation is not responsible for your career. You are.
 
That doesn’t mean you don’t get support. It means you don’t wait for it. 

The leaders who grow, progress, and create meaningful careers are the ones who: 

· Know what they want to develop 
· Understand why it matters 
· Take accountability for making it happen 

And that’s where a simple structure can make all the difference. 

The 70:20:10 Model – Back to Basics

At its core, the 70:20:10 model reminds us that most meaningful development doesn’t happen in a classroom. 

70% – Learning on the job (Experiential)

This is where real development happens. 

Stretching yourself. Taking on something new. Delivering differently. This is the application of learning, and ultimately what people see you doing. 

If you want to develop, start here. 

Ask yourself: 
· What experiences do I need to build this skill, not just learn about it? 
· Where could I step up, take on more responsibility, or do something differently in my current role? 

Example: If you’re developing presentation skills, don’t just attend a course, put your hand up to present the next QBR or similar. 

20% – Learning from others (Social)
 
This is where learning is accelerated. 

Feedback. Coaching. Mentoring. Observing others. Being part of conversations that challenge your thinking. 

This is also where many people underinvest. 

Ask yourself: 
· Who could help me accelerate this development through feedback or guidance? 
· Where could I actively seek input, perspective, or challenge from others? 
This is where coaching can be incredibly powerful – creating the space to think, reflect, and stay accountable. 

10% – Learning by yourself (Formal & Informal) 

This is the bit most organisations default to, and ironically, it’s the smallest part. 
Courses. Podcasts. Books. Articles. Certifications. 

All valuable – but I always say only if they support the 70 and 20. 

I remember early in my career being asked every year: “What course do you want to go on?” 

A better question would have been: “What do you want to be able to do differently this year, and how will you make that happen?” 

Ask yourself: 
· What targeted learning could support the development I’m already applying in real life? 
· Am I using learning to enable action, or replace it? 

Why This Still Matters 

Because development isn’t about ticking a box. 

It’s about: 
· Being seen differently 
· Delivering differently 
· Progressing with intention 

The 70:20:10 model works because it forces a shift: 

👉 From passive learning → to active ownership
👉 From theory → to application
👉 From “attendance” → to “impact” 

Bringing It Together 

When I work with clients, we don’t just talk about development areas. We map them across 70, 20, and 10, and it’s intentional. 

Because that’s how learning sticks. 
Because that’s how behaviour changes. 
Because that’s how careers move forward. 

Take 10 Minutes Today 

If you do one thing after reading this, block 10 minutes in your diary to ask yourself:
 
· 70: What will I do differently or take on? 
· 20: Who will support, challenge, or guide me? 
· 10: What learning will underpin this? 

If something feels missing, that’s your starting point. 

Final Thought 

Development doesn’t need to be complicated. But it does need to be owned. 

If You’d Like Support 

If you’re an individual looking to take real ownership of your development, coaching can provide the structure, challenge, and accountability to make this happen. And if you’re a people leader, HR, or talent professional, and you’re thinking about how to embed practical, high-impact development into your organisation, we’d love to have that conversation. 

At VB&A, this is exactly what we do. Simply, effectively, and in a way that delivers real results.