Exploring an international model through a kaupapa Māori worldview
In a recent article by Rosey Nathan about the 2025 NZ L&D Leadership Summit, hosted by Business Insights Asia Pacific, she highlighted a conversation on the 70:20:10 learning model (Lombardo & Eichinger, 1996; McCall, Lombardo, & Morrison, 1988). The discussion, led by Andrew Patterson with Ram Lingam (Watercare Services Limited), Andrea Duncan (Health New Zealand | Te Whatu Ora), and Roxanne Pascoe (New Zealand Trade and Enterprise), raised critical questions about whether enough investment is made where it matters most — in experiential and social learning.
Ram Lingam questioned whether organisations are truly resourcing the 70:20:10 model, particularly in the areas of experiential and social learning — the spaces where applied, relational, and in-the-moment learning occurs. Roxanne Pascoe reflected on the challenge for leaders to wear multiple hats as operators, mentors, and coaches, while Andrea Duncan noted a shift away from “feeding the beast” with long training sessions toward micro-learning that meets modern needs.
Our Kura Poutama Approach in Manu Hōmiromiro: Poutama Insights
In Manu Hōmiromiro: Poutama Insights wānanga, the 70:20:10 model is adapted and reframed through a kaupapa Māori approach — centring learning in relationship, practice, and collective responsibility.
The 70:20:10 Learning Rhythm in our wānanga is not a fixed sequence but an integrated pattern:
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10% – Formal Learning
Delivered through strategic frameworks, foundational tools, and the Seven Thinking Rhythms of Kaupapa-Aligned Leadership. These sessions provide structure, conceptual clarity, and shared language.
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20% – Social Learning
Activated through peer engagement, rhythm-mapping, collaborative kōrero, and applied reflection. This is where collective sense-making and deeper resonance are cultivated.
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70% – Experiential Learning
Embedded in real-life leadership contexts. Scenario-based practice supports rhythm-informed thinking, insight synthesis, and confident decision-making. Ongoing access to the Ngā Herenga Whaihua digital portal extends this learning beyond the wānanga, supporting applied practice over time.
This rhythm honours how kaupapa-aligned leadership develops: in action, in relationship, and through time.
Reflection for Leaders
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When you think about your own learning and growth, where does most of it take place — in formal settings, in conversation with others, or in the moments you are called to act?
Further Reading
You can read Rosey Nathan’s original LinkedIn article here:
References
Lombardo, M. M., & Eichinger, R. W. (1996). The career architect development planner (1st ed.). Lominger Limited.
McCall, M. W., Lombardo, M. M., & Morrison, A. M. (1988). The lessons of experience: How successful executives develop on the job. Lexington Books.
Nathan, R. (2025, February 21). 2025 NZ L&D Leadership Summit – A collective call to reimagine leadership development [LinkedIn post]. LinkedIn. https://www.linkedin.com/pulse/2025-nz-ld-leadership-summit-collective-call-reimagine-nathan-jajlc/
Image credit: Tahere, K. (2025). Used with permission.
Author: Megan Tahere. (2025).
The 70:20:10 Learning Model (McCall, Lombardo, & Morrison, 1988; Lombardo & Eichinger, 1996).