The 70:20:10 Roadmap

The 70:20:10 Roadmap

Do you feel like it’s the right time for change? Would you like to connect L&D to your core business objectives? Demonstrate business impact? And just do it?

How would you go about positioning yourself and your own L&D department? What if you’re only focused on HR and L&D. Or you work as a contractor or as a learning adviser? In our experience, we see that about 95% of L&D departments put themselves on the left of this model. At the same time, they strongly express an ambition to shift to the right.

With focus on core business objectives, and opportunities to deliver business service effectively with 70:20:10 services, L&D moves from left to right:

  • From creating learning solutions to delivering business solutions
  • From acting as a training provider to working in a business partnership
  • From a being cost centre to adding value as a profit centre

Also If you have the ambition to move to the right, then the 70:20:10 Roadmap is the route for you.

Join us on the 70:20:10 Roadmap.

Benefits for L&D teams/organisations


  • With a focus on core business objectives and opportunities to add business value effectively with 70:20:10 services, L&D moves from left to right:
    • From creating learning solutions to delivering business solutions
    • From acting as a training provider to working in a business partnership
    • From a being cost centre to adding value as a profit centre
  • Implementation of the 70:20:10 Methodology developed by the 70:20:10 Institute.

4 business models


The four business models help define where L&D primarily operates and serves as a guide for where you wish to be. On the left, operation is in the learning zone. On the right, operation is in the performance zone. Moving from bottom to top increases focus on value rather than activity.

The approach


Our 70:20:10 Roadmap is a process that provides strategic and operational guidance. The Roadmap has been designed to help organisations live up to their ambitions.

It consists of three closely inter-related steps:

– the Inspire phase
– the Implement phase
– the Improve phase

  • One of the most important characteristics of this model is the continuous improvement mindset embedded in it. Continuous improvement and innovation is used as the engine of the (internal) 70:20:10 service provider.
  • Although the three phases (Inspire, Implement, Improve) can be distinguished from a process point-of-view, they should not be separated logically.
  • It is possible to approach the programming of solutions within the three phases in both serial as well as (partly) in parallel. For example, there is no need to complete the entire ‘Inspire’ phase before moving to the ‘Implement’ phase, although there may be some pre-requisites that do need to be completed before progressing.
  • The roadmap is shown in in the diagram.

The diagram shows the minimal steps we have found are needed to implement 70:20:10 effectively. Every organisation has a different starting point. We have developed a checklist to support this and help you align your needs.

The three phases



In the first phase, the focus is on engagement. The Inspire phase is designed to involve relevant stakeholders and the key professional teams in this new approach for L&D. With the 70:20:10 methodology, co-creation with internal, and sometimes external, clients is essential. So it’s important for them to understand both the rationale and processes.

This first Inspire phase will include the following four steps:

  1. Developing and shaping the new strategic vision and ambition of the organisation. This will result in a sound strategic plan that will direct the implementation of 70:20:10.
  2. Performing a 702010 scan.
  3. Planning and organising inspiration sessions with internal and external stakeholders.
  4. Carrying out other activities that are relevant in the context of your own organisation.

The Inspiration phase also needs to align as an effective change approach that fits your organisation. We will customise this phase in partnership with you during the initial strategic session, during the 70:20:10 scan and every time there is a (business) need to adapt this.



The Implementation phase follows the Inspiration phase. Implementation begins with a clear action plan to achieve to the desired outcome in a structured way.

Even before the implementation phase is complete, L&D should be able to demonstrate clear business impact.

It is necessary to develop your organisation’s professional 70:20:10 capabilities as part of this process. To help with this, we have developed a range of 70:20:10 programmes specifically designed for L&D, HR-Business Partners and also for managers.

  1. The 70:20:10 Expert Programme: As part of this programme, participants apply the 70:20:10 methodology in a results-oriented way, using the five roles that we have defined for this purpose.
  2. 70:20:10 Master Builder Programme: For your people developing leadership, eLearning and training courses. This enables building 70:20:10-proof services.
  3. 70:20:10 Performance Detective Programme: Designed for both L&D professionals and HR business partners. Performance analysis is central to the value chain between HR business partners, L&D and delivery of effective solutions. The Performance Detective programme is also tailored for operational management. Within the 70:20:10 Roadmap, these programmes often start during the inspiration phase in order to deliver results as quickly as possible.
  4. Pilot projects are also important in the Inspiration and Implementation phases. The 70:20:10 Institute works with clients on concrete projects that produce business impact. It is necessary to develop some projects ‘according to the book’ – using the steps we’ve defined. This is important to demonstrate the value of the 70:20:10 methodology.

Online resources and communities are part of all these programmes.  At the beginning, they’re used to share and produce knowledge. During implementation, they serve as effective tools in practice.



After the implementation phase, the focus is on continuous improvement.

At this point, your L&D department will be a performance adviser or a full value creator, as described in our four business models. So now is the time to continue to improve.

Improvement comes with:

  • The development of detailed 70:20:10 dashboards.
  • Further 70:20:10 improvement projects that deliver strategic impact to your organisation.
  • Keeping a critical eye on business model improvements, using our L&D business canvases to help with this.



You can see here an example of a customised route, where the 70:20:10 Roadmap has led to a client’s successful outcome.



We would be pleased to discuss your needs and provide a detailed quotation for the elements of the 70:20:10 Roadmap you require.

Where 15 or more participants are enrolled, the Institute’s Organisational Partnership membership is included for two years.

Target group


HR / L&D teams in organisations that want to increase the value of L&D services.



Friesland Campina (Global multinational in food)

The new L&D department at Friesland Campina is in the process of implementing the 70:20:10 methodology. We have worked with them on the Inspire phase, the Implement phase and now on the Improve phase. Friesland Campina has developed a strategic vision and plan and all L&D professionals in the company attended the 70:20:10 Expert programme, which resulted in 7 projects being executed across the business (see figure below). Two of these projects have already delivered a calculated business benefit of 400,000 Euros.

Friesland Campina won the Gold Award for Best Learning Technologies Project for their work with the 70:20:10 Institute at the prestigious international Learning Technologies award in London in November 2017.

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