The model serves as a framework to help organizations design effective learning and performance support strategies.
It identifies five critical moments when employees need learning:
New knowledge – When the learner is acquiring something for the first time.
More knowledge – When the learner wants to deepen their understanding.
Application of knowledge – When the learner needs to apply what they have learned.
Solution – When something goes wrong, and the learner needs to solve a problem.
Change – When the learner must adapt to new circumstances.
Push learning is often the most effective strategy for New knowledge and More knowledge, because the learner may not yet know what knowledge is required. The other needs are typically better addressed through pull learning, as the learner is aware of the knowledge they require.
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The model was introduced by Conrad Gottfredson in 1985 and further developed and formalized in collaboration with Bob Mosher, particularly after they founded APPLY Synergies in 2013.