5 Moments of Need
A performance-first methodology designed to align learning interventions with the specific contexts in which employees require support. It shifts the focus from isolated training events to a continuous support model that ensures knowledge is successfully applied in the flow of work.
When you need to design a complete learning experience from scratch
You're planning a workshop, training, or learning session and need a proven structure to organize your content and activities.
Most effective when the goal is to improve specific workplace performance, manage organizational change, or support complex technical workflows where learners cannot rely on memory alone.
New: Learning for the first time
More: Expanding on existing knowledge
Apply: Implementing and remembering knowledge in the workflow
Solve: Troubleshooting when problems arise
Change: Adapting to new policies or procedures
Ensures your session has clear goals, logical flow, and measurable outcomes.
Facilitators can use this framework to map out a comprehensive learning journey that extends beyond the classroom. By identifying which 'moment' a session addresses, designers can create a mix of foundational e-learning, collaborative deep-dives, and just-in-time performance support tools like checklists or help desks.
- 1Start by defining what success looks like at the end
- 2Work backwards from outcomes to activities
- 3Build in checkpoints to verify learning
- 4Allow time for practice and application
- Workplace performance improvement
- Onboarding and skill development
- Change management
- Technical and software training
- Performance-centricity: Learning is measured by the ability to perform, not just knowledge acquisition.
- Learning in the flow of work: Providing support at the exact moment it is needed.
- Continuous support: Acknowledging that learning continues long after the initial training phase.
- Contextual relevance: Linking all learning content directly to daily work practices and specific tasks.
- Requires a cultural shift from 'training as an event' to 'learning as a process'.
- Necessitates easy access to information (e.g., mobile-friendly job aids or integrated help systems).
- Demands regular updates to support materials to ensure they remain accurate during the 'Change' moment.