Designing learning interventions? Start with The 5 Moments of Need®

In my current role at Xprtise, after five years of working with various organizations, I increasingly see that while ADDIE remains valuable, it’s rarely the best starting point.

There is a way of thinking that aligns more closely with day-to-day work: the 5 Moments of Need® methodology. Not because it is necessarily “better,” but because it asks the right questions at the beginning of the design process: What does someone need to be able to do on the job? And what support is required at the moment of need?

The strengths – and limitations – of traditional design models

The ADDIE model consists of five phases: Analysis, Design, Development, Implementation, and Evaluation. This structure helps guide the systematic creation of learning solutions such as training programs or e-learning modules. It’s particularly useful when designing formal learning interventions.

At the same time, these models often emphasize the design of learning programs that pull employees away from their work. It is then up to the employee to apply what they’ve learned in practice. In nearly all cases, this results in a gap between learning and performance—precisely the gap we aim to close.

The 5 Moments of Need® methodology offers a different perspective. It is rooted in the reality of the workplace and teaches us to focus on when someone needs support. There are five key moments:

What makes this approach unique is that we begin with the moment of Apply. Rather than starting with learning objectives, we begin with a workplace task analysis: What tasks does someone perform? Which of those are critical? And where is support needed during the work?

This requires a different sequence of thinking. After analyzing the work, we conduct a critical task analysis—assessing the impact of incorrect task execution. For low-impact tasks, support within the workflow is often sufficient—and even more effective—through tools like performance support or on-the-job coaching. Only for high-impact tasks is there a case to develop a formal learning intervention, such as training, e-learning, adaptive learning, or short videos.

A new role for formal learning interventions

If formal learning is indeed required—and often, it isn’t—then a structured design approach is certainly important. In those cases, traditional models like ADDIE are extremely useful for carefully designing and implementing the intervention.

This new sequence ensures that our learning solutions are not only thoughtfully designed but also directly enhance workplace performance. Learning becomes a logical extension of work—not a goal in itself.

From learning to performing

The 5 Moments of Need® methodology sharpens our focus on when and how employees can best be supported. The employee’s work and context take center stage. That sometimes calls for different solutions than we’re used to—and sometimes for the same solutions, but used more intentionally.

By first identifying needs at the workplace and only then deciding whether a formal learning intervention is necessary, we bridge the gap between learning and performance. And ultimately, that’s what it’s all about.

Interested in the 5 Moments of Need®?

Want to learn more about the 5 Moments of Need® methodology? We offer open enrollment and in-company training programs. Visit our website for more information or get in touch with us via email.