Professional development is essential for career growth and advancement and, I would argue, is an important contributing factor for long-term career fulfillment.
But striking the right balance is crucial. It’s easy to fall into extremes—either neglecting development altogether or overloading yourself with too many activities. Those of us who love learning know that there’s a point of diminishing returns. But if you deprioritize it for too long, you run the risk of falling behind.
So, what is the “goldilocks” amount of professional development? Well, it varies of course, based on individual goals, organizational demands, and personal capacity. But here are some helpful guidelines to consider.
The General Rule of Thumb
Most career experts (myself included) generally agree that a thriving professional should dedicate 10–20% of their time to development activities. This translates to approximately five weeks (or 200 hours) per year.
But don’t freak out! That doesn’t mean you have to spend 200 hours a year in a classroom! To put this in perspective, keep reading…
The 70-20-10 Formula for Professional Development
The 70-20-10 model offers an effective way to structure your development. Created by Morgan McCall, Michael Lombardo, and Robert Eichinger—and inspired by the work of psychologist, Kurt Lewin—this model emphasizes the importance of diversifying how you learn. Here’s how it works:
- 70% On-the-Job
The majority of your development should happen through real-world experience. This includes stretching yourself with challenging projects, solving problems, learning from failures, or stepping into new responsibilities. These hands-on experiences help you build practical skills and knowledge that you can immediately apply.
In our example of 200 hours per year, 70% of that time (or 140 hours) should be spent learning through these kinds of on-the-job experiences.
- 20% Relationships
Learning through others is a key part of development. This might involve seeking mentorship, receiving feedback from your leaders, participating in peer learning groups, or building your professional network. These activities help you gain insights and exposure to new perspectives and approaches.
In our example of 200 hours per year, 20% of that time (or 40 hours) should be spent learning through your relationships.
- 10% Training
This more “traditional” form of learning includes in-person or virtual workshops, courses, certifications, or conferences. While structured training makes up a smaller portion of the model, it’s still essential for acquiring foundational knowledge, deepening your skills, mastering new tools, or staying updated on industry trends.
In our example of 200 hours per year, 10% of that time (or 20 hours) should be spent learning through traditional training.
Remember: This is the low-end of the scale. The rule of thumb states 10-20% of your time should be spent on professional development, and 200 hours per year is only 10% for most of us.
To make these numbers feel more manageable, break them down into quarterly or monthly goals. For example, you may want to commit to 5 hours of professional development a quarter, which is less than 2 hours per month. For most people, that feels quite reasonable.
Quality Over Quantity
The key is to focus on meaningful, high-impact activities that align with your career objectives, both now and in the future. Attending random workshops or signing up for every training opportunity may dilute your efforts and lead to burnout. Instead, prioritize development opportunities that provide tangible benefits for your skills, knowledge, and professional growth.
Professional development isn’t just about checking boxes—it’s about growing strategically. By combining the general time guideline (10–20% of your time) with the 70-20-10 framework, you ensure that your professional development is both intentional and well-rounded. This approach allows you to grow in diverse ways while maintaining a balance between learning and executing.
