Push/pull learning is a concept in the field of learning and development that combines two distinct approaches to delivering and accessing learning. This model is often used to optimize learning processes in organizations and educational settings.
Definition of Push Learning:
Push learning refers to a traditional learning method where information, materials, and training are “pushed” out to learners. This can include formal training sessions, courses, lectures, and workshops.
Examples:
E-learning modules, corporate training, seminars, workshops, and other structured learning activities where instructors deliver content to learners.
Definition of Pull Learning:
Pull learning refers to a self-directed approach in which learners “pull” the necessary information and resources as needed. This promotes independent learning and access to information exactly when it is required.
Examples:
Online databases, knowledge bases, on-demand videos, tutorials, podcasts, and other resources that learners can access when needed.
Combining Push and Pull Learning:
Many organizations combine push and pull learning to create a more effective and flexible learning environment. This may involve providing employees access to both structured training programs (push) and on-demand learning resources (pull).
Learning in the Workflow:
Push and pull learning are often applied in workplace contexts, where employees receive formal training but also have access to just-in-time training and resources that can be used during their daily tasks.
Source:
The Power of Pull: How Small Moves, Smartly Made, Can Set Big Things in Motion, 2010. The terms are popularized by various leadership thinkers and learning experts, but particularly associated with John Hagel, John Seely Brown, and Lang Davison.