10 LEARNING MODELS EVERY DIGITAL LEARNING PRO SHOULD KNOW
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Over the last five weeks, we’ve spotlighted ten learning theories and instructional design models we believe every L&D professional should have in their digital toolkit.
They’re not just buzzwords. They’re proven frameworks that help you design learning that’s focused, inclusive, impactful and built for how people actually learn today.
Here’s your bite-sized recap of the best of the best.
1. ADDIE Model
A structured foundation for all things instructional design.
ADDIE stands for Analysis, Design, Development, Implementation, and Evaluation. It’s a five-phase process for creating effective learning. It’s still the gold standard for designing structured, goal-oriented training that’s built to deliver results.
Ideal for: Planning full-scale learning programmes and aligning content to business objectives.
2. SAM (Successive Approximation Model)
ADDIE’s agile cousin.
SAM is a rapid, iterative approach to learning design. Instead of building everything up front, you prototype, test, refine, and repeat. Perfect for fast-moving projects where feedback and flexibility are key.
Ideal for: Agile learning environments and content that needs frequent updates.
The essential tool for writing better learning objectives.
Bloom’s classifies learning outcomes into six levels, from Remember to Create, and gives you the verbs to match. It helps you design content and assessments that are clear, measurable and progressive.
Ideal for: Creating purposeful content and assessing learner progress meaningfully.
4. Kirkpatrick’s Four Levels of Evaluation
Training is only effective if it changes something.
Kirkpatrick helps you measure learning through four lenses: Reaction, Learning, Behaviour, and Results. It moves you beyond smile sheets and into business impact territory.
Ideal for: Proving ROI and improving future learning interventions.
5. Gagné’s Nine Events of Instruction
Your go-to checklist for effective lesson design.
From grabbing attention to enhancing retention, Gagné’s nine steps offer a structured way to ensure your content really transforms.
Ideal for: Building structured digital content that supports long-term learning.
Because real learning rarely happens in a classroom.
This model suggests that 70% of learning happens on the job, 20% through social interaction, and only 10% via formal education. It’s a mindset shift towards experiential, social, and self-driven learning.
Ideal for: Embedding learning into the day-to-day and supporting continuous development.
7. Universal Design for Learning (UDL)
Make learning work for everyone.
UDL encourages flexible, inclusive design to support diverse learning needs. It’s about offering multiple means of engagement, representation, and action, making learning more accessible and effective for all.
Ideal for: Designing inclusive, accessible training that doesn’t leave anyone behind.
8. Connectivism
Learning that lives in networks, not just in heads.
This digital-age theory recognises that knowledge is distributed across people, devices, and networks. Learning isn’t just consuming content.
Ideal for: Social learning strategies and building continuous learning cultures.
Small format, big impact.
Microlearning delivers content in short, focused bursts, like videos, quizzes or how-to cards. It’s made for today’s distracted, on-the-go learners who need just-in-time knowledge.
Ideal for: Reinforcement, mobile learning, and learner engagement.
Learning that moves you. Literally.
This theory argues that cognitive processes are shaped by our physical experiences. Learning isn’t just mental, but also physical, emotional, and sensory too.
Ideal for: Blended learning, practical skills training, and experiential learning design.
Final Thoughts: Use the Models That Move You
These ten learning models aren’t there to box you in. They’re there to back you up. To give your learning strategy structure, science, and serious impact.
You don’t need to use all of them at once. But understanding them means you can choose the right tool for the job, whether you’re creating a microlearning series or measuring ROI on a leadership programme.
And if you need a partner to help you turn theory into beautiful, bite-sized brilliance? You know where to find us.
Want help applying these models to your next training project? Let’s build something powerful together. Follow us here on LinkedIn for more Popcorn perspectives on what makes learning work.
