In the world of e-learning development, we often find ourselves stuck in a comfortable but limiting pattern. We meticulously gather content, organize it into logical sections, add some knowledge checks, finish with a quiz, and call it a day. But what if this traditional approach is actually hindering true engagement and learning transfer? What if there’s a smarter way to design e-learning experiences that genuinely resonate with learners?

The “Push” Problem

Let’s face it: most e-learning courses follow a predictable formula. You’ve seen it countless times – objectives at the beginning, content in the middle, quiz at the end. This approach is what we might call a “push” strategy – we’re essentially pushing information at learners, hoping some of it sticks.

This factory-like model assumes all learners need the same information presented in the same way. Sure, if your only goal is checking compliance boxes or tracking completion rates, this approach works fine. But if you’re aiming for actual behavior change or meaningful skill development, merely pushing content isn’t enough.

The Power of the “Pull”

What if we designed courses not around content delivery but around creating situations where learners actively seek out information? This is the essence of the “pull” approach – structuring learning experiences where information is accessed when needed, not when prescribed.

With a pull-based design, you still provide all the necessary content, but you change how learners access it. Instead of force-feeding information, you create scenarios, problems, or activities that motivate learners to seek out solutions.

Real-World Learning Is “Pull-Based”

Think about how you learn in real life. When was the last time you read an instruction manual cover to cover before attempting something new? More likely, you jumped in and consulted resources only when you hit roadblocks.

Consider this example from the home improvement world: assembling furniture. When facing the challenge of putting together a new bookshelf, you don’t want to read an encyclopedia on furniture history and varieties. You need specific guidance on connecting the right pieces right now.

If you had taken a course on furniture assembly beforehand, would you remember the exact procedure months later? Probably not. But when faced with a real problem—expensive furniture pieces potentially being damaged due to incorrect assembly—you’re suddenly motivated to find and remember the solution.

That’s the power of pull-based learning – information becomes relevant exactly when needed.

Making the Shift: From Push to Pull

Transitioning to pull-based e-learning doesn’t mean throwing out your existing content. It means restructuring how learners encounter and engage with that content. Here’s how to st

1. Begin with Challenges, Not Content

Instead of organizing your course around content topics, organize it around challenges or problems your learners would actually face. Ask yourself: “What situations would require my learners to use this information?”

Example: Rather than creating a module titled ‘Customer Service Principles,’ start with a challenge like ‘Handling an Angry Customer’ where learners must navigate a difficult conversation, pulling in principles as needed.

2. Create Meaningful Context

Develop scenarios, case studies, or simulations that mirror real-world situations. These don’t need to be elaborate or expensive – even simple text-based scenarios can effectively create the need to access information.

Example: For a compliance course, instead of listing regulations, present a scenario where an employee needs to determine if a particular action violates company policy, encouraging them to consult the relevant guidelines.

3. Make Information Accessible, Not Mandatory

Structure your content as resources that support problem-solving rather than as mandatory reading. Allow learners to access what they need wh

Example: In a sales training course, provide a library of product information sheets that salespeople can consult during role-play scenarios when customers ask specific questions, rather than forcing memorization of all product details upfront.

4. Embrace Multiple Paths

Accept that different learners may take different routes through your content based on their prior knowledge and specific needs. This isn’t a flaw – it’s personalized learning in action.

Example: In a leadership development program, allow experienced managers to skip basic communication exercises while newer leaders might spend more time on these fundamentals, with both groups converging for advanced conflict resolution scenarios.

5. Focus on Application Over Acquisition

Design activities where success depends on applying information correctly, not just memorizing it. This creates genuine motivation to understand content deeply.

Example: Instead of quizzing learners on the steps of project management, have them plan a simulated project where they must apply planning principles to avoid budget overruns and missed deadlines.

The Results: Learning That Sticks

When learners pull information to solve problems:

• Retention improves because information is connected to meaningful contexts
• Engagement increases as learners become active participants
• Transfer to the workplace happens more naturally
• Learning becomes personalized to individual needs and knowledge gaps

A pull-based e-learning course might take a bit more thought to design initially, but the payoff in actual learning outcomes is worth the investment.

Your Next Course: Push or Pull?

As you plan your next e-learning project, challenge yourself to think differently. Instead of asking “How can I organize all this information?” ask “How can I create situations where learners will seek out this information?”

By focusing on creating the pull, you’ll design courses that work the way the human brain naturally works – connecting information to needs, problems, and real-world applications.

Stop pushing. Start pulling. Your learners (and their performance results) will thank you.