Which learning model should you use?
Building a learning programme can be stressful…
Designing an effective learning programme isn't just about ticking boxes — it’s about building real capability that drives performance and engagement.
But there’s so many models and frameworks floating around – it’s easy to fall down a rabbit hole and still feel like you’re getting everything wrong.
That’s because there isn’t a one-size-fits-all approach you can shoehorn your business into!
Frameworks are fantastic, but they’re best used as a guide, not a rigid set of rules.
The best approach is one that helps your team learn in a way that makes sense for them, as well as your business, industry, and culture.
Let’s take a look at some of the popular models and frameworks used in learning!
What are the most popular approaches?
📊 70:20:10 model
The go-to framework in a lot of L&D strategies, it suggests that 70% of learning happens on the job, 20% through social learning (e.g. feedback, collaboration) and 10% via formal training.
Good for: A starting point - the original research wasn’t statistically robust. So it’s useful, but it shouldn’t be treated like gospel.
Why it still matters in 2025:
Because the lines between work and learning are blurrier than ever — especially in hybrid environments. This model reminds us that learning in the flow of work still does the heavy lifting.
🧱 OSF Model – On-the-job, Social, Formal
Similar to 70:20:10, but without the fixed percentages. It’s a more flexible way to think about learning sources, letting you adjust based on context.
Good for: anyone who needs structure but doesn’t want to be boxed into ratios.
Why it still matters in 2025:
It’s tailor-made for agile L&D. As job roles evolve rapidly, OSF helps you flex your learning mix without obsessing over ratios.
🎓 ADDIE – Analyse, Design, Develop, Implement, Evaluate
A step-by-step instructional design process. It’s linear and methodical, which is great for compliance-heavy or high-risk content.
Good for: technical training, onboarding, or programmes that need rigorous structure.
Why it still matters in 2025:
Because not everything can be scrappy and fast. In regulated industries or where safety is critical, ADDIE brings essential structure and rigour.
💬 Kirkpatrick’s Evaluation Model
Not a learning design model, but a framework to assess training impact – from initial reaction to behaviour change and business results. A great one to keep in your back pocket when justifying learning spend.
Good for: tracking impact and ROI of your training efforts.
Why it still matters in 2025:
Budgets are tight, expectations are high. Kirkpatrick helps L&D teams show real business value — not just engagement stats.
🔄 Gagné’s Nine Events of Instruction
A classic model for structuring learning experiences – from gaining attention, to recall, to practice and transfer.
Good for: formal learning sessions that need a strong instructional flow.
Why it still matters in 2025:
In an age of short attention spans and cognitive overload, Gagné’s structure helps you cut through the noise and build actually memorable learning.
🧠 Kolb’s Experiential Learning Cycle
Learning by doing – and then reflecting. It encourages a loop of experience, reflection, conceptualisation, and experimentation.
Good for: Leadership development, simulations, and applied learning.
Why it still matters in 2025:
Skills alone aren’t enough — reflection and adaptability are key. Kolb’s cycle supports the mindset shifts needed for leadership and change.
What should your learning mix look like?
The organisation’s roles aren’t all the same - and your employees won’t all learn the same way!
Rather than fitting learning into a predefined model straight off the bat, start by understanding what you need to create.
Ask yourself:
What are the critical skills or behaviours we need to build?
Are they technical? Behavioural? Safety-related? Strategic?
How often do people need to revisit or refresh this knowledge?
What does ‘good’ look like – and how fast do we need to get there?
This gives you your design brief. The model comes second.
How to choose what works for you
If you’re feeling overwhelmed by the options – here’s the good news: you don’t need to commit to a single model – or even any of them. You can simply build an approach that matches your needs.
Here’s a one way to get started:
1. Map out what you’re trying to teach
Break it down into the different learning goals. Some may be behaviour-based. Others might be technical, or compliance focused.
2. Match it to how your team prefers to learn
Can they learn this in the flow of work?
How do they prefer to learn?
Do they need time and space to practise?
Will they need coaching or follow up training?
3. Start small and test your assumptions
If you’re brand new to the business (or the team), start by:
Shadowing people in key roles
Talking to high performers
Watching how people already learn, ask for help, or solve problems
Use what you find as your first version of a learning mix – and expect to tweak it.
What about data and feedback?
You don’t need a giant, complicated process to learn what’s working. There are quick ways to gather insight:
Create a training needs analysis survey to get quick insights into your teams wants and needs.
Ask managers how confident they are in their team’s skills post-training.
Run short learner surveys after key touchpoints.
Track application – not just attendance or completion.
Look for patterns and keep iterating. And remember:
What works in one industry might flop in another.
What works for new starters might not work for experienced team members.
What worked five years ago, might not be right for now.
Models are great, but don’t get boxed in
The most important takeaway? Don’t let any model box you in. Use them as tools to help you find the right solution.
Stay curious, keep experimenting, and make your learning strategy fit your business (not the other way around!).
Need help finding the perfect programme?
We can work with you to create bespoke learning pathways using a modular approach.
Find out more on our custom training page!
