The first year on the job is a critical time for newly hired academic advisors and student success coaches.
During this time, they establish foundational skills, build connections with colleagues and students, adapt to the college's unique culture, learn an intimidating amount of information, and, maybe most importantly, build confidence.
Consider these statistics from Forbest and HBR:
When new employees feel they are not learning and growing enough in their first year, they are 12 times more likely to leave.
Companies that invest in employee development in the first year report 24% higher employee satisfaction and 50% lower turnover rates.
Studies show that the cost of replacing an employee can range from 16% to 20% of their annual salary, making retention a critical issue for organizations.
To ensure their success, advising office directors should consider adopting the 70/20/10 learning model for new advisors in their first year—a proven approach that blends experiential learning, social learning, and formal training.
What Is the 70/20/10 Learning Model?
The 70/20/10 learning model outlines a framework for professional development:
70% Learning through Experience (28 hours/week on average): Hands-on tasks, real-world problem-solving, and on-the-job learning.
20% Learning through Social Interactions (8 hours/week on average): Coaching, mentoring, and collaboration with peers and supervisors.
10% Learning through Formal Education (4 hours/week on average): External professional development courses, internal learning programs, workshops, and more.
This model emphasizes that most professional growth occurs through active engagement and practical application, making it particularly suited for roles like academic advising.
Why the 70/20/10 Model Works for Academic Advising
Academic advising is inherently a hands-on role involving direct student interaction, problem-solving, and decision-making. By dedicating 70% of learning to experience, new advisors can gain confidence and competence as they navigate advising sessions, manage degree plans, and address student concerns.
For example, assigning advisors to observe and eventually lead student advising sessions allows them to develop skills in real-time, with immediate feedback.
Meanwhile, the 20% social learning component fosters connections with seasoned advisors and supervisors who can serve as mentors. These relationships are invaluable, as they provide new hires with access to institutional knowledge, practical tips, and emotional support.
For directors, this might involve setting up shadowing opportunities, peer coaching programs, or weekly check-ins to help new advisors feel connected and supported. This may also include shadowing other departments such as career counseling, financial aid, and student life, deepening their connection with other departments while expanding their knowledge.
While experiential and social learning are pivotal, the 10% formal training offers a structured foundation for key concepts. New advisors can benefit from earning a certification in their first year, taking continuing education courses at their own college, signing up for training offered by HR, attending a conference, reading journal articles selected by the supervisor, and more.
Benefits for the Advising Office
The blend of experiential, social, and formal learning accelerates the rate at which new advisors become confident and independent. Directors will notice that advisors who engage in the 70/20/10 model require less time to transition from observation to leadership in their roles.
This will also improve student success. Competent and confident advisors are better equipped to guide students effectively, leading to improved retention, satisfaction, and success rates. By embracing this model, directors invest not only in their advisors but also in the students they serve.
The emphasis on social learning fosters a culture of teamwork and shared growth. When new advisors are encouraged to seek guidance and share ideas, the entire advising team benefits from a more dynamic and cohesive workplace.
Finally, the 70/20/10 model instills a mindset of continuous improvement. Advisors learn how to balance hands-on tasks with reflective practices, seek mentorship, and pursue further professional development—a practice that will serve them throughout their careers.
How Directors Can Implement the Model
1. Design Hands-On Opportunities
Ensure that new advisors have access to real-world experiences early on. This might include shadowing senior advisors, conducting mock advising sessions, or managing small advising tasks independently with oversight.
2. Establish Mentorship Programs
Pair new advisors with experienced staff for regular check-ins and coaching sessions. Encourage mentors to share best practices, offer feedback, and help new hires build confidence.
3. Incorporate Formal Training Modules
Homegrown training sessions are great for learning the college curriculum, policies, technology, and structure. However, training must be extended to include coaching strategies, interpersonal communication skills, and more. Designing homegrown programs is time-intensive, so programs like these are a great way to train a well-rounded advisor, combining internal and external training. This demonstrates to the new hire that the college is invested in them.
4. Encourage Reflective Practices
Ask new advisors to document their learning experiences and reflections. Directors can create structured prompts for journaling or periodic self-assessments to help advisors connect their experiences with their growth. Work with the new advisor to co-construct SMART Goals and meet regularly to discuss their progress.
Final Thoughts
The 70/20/10 learning model is a transformative framework for the first-year development of new academic advisors. By leveraging the strengths of experiential, social, and formal learning, directors can set their advising teams up for success, ensuring that new hires are not only capable and confident but also deeply engaged in their roles. Adopting this model isn’t just about helping advisors grow—it’s about creating a thriving advising office that supports student success.
