What is Push vs Pull eLearning?

Push eLearning delivers educational content determined and scheduled by an instructor or learning provider, while Pull eLearning empowers the learner to decide what and when they want to learn. Both approaches offer distinct advantages and disadvantages, catering to different learning objectives and contexts within the digital education landscape.

Understanding Push eLearning

Push eLearning is a traditional top-down approach where the learning content, pace, and delivery schedule are pre-determined by the content creator, instructor, or learning management system (LMS). In this model, knowledge is "pushed" out to the learners, often in a structured, sequential manner.

Characteristics of Push eLearning

• Instructor-Led or Provider-Driven: The learning path and content are designed and mandated by the teaching entity.
• Prescribed Curriculum: Learners follow a set curriculum, often with a fixed sequence of modules or lessons.
• Scheduled Delivery: Content might be released at specific times, or deadlines are imposed for completion.
• Standardized Content: Ensures all learners receive the same information, promoting consistency.
• Often Mandatory: Commonly used for compliance training, onboarding, or foundational knowledge.

Benefits of Push eLearning

• Consistency: Guarantees that all learners receive uniform information, crucial for compliance or standardized skills.
• Structured Progression: Provides a clear learning path, guiding learners through complex topics step-by-step.
• Foundational Knowledge: Effective for building a common baseline of understanding across a group.
• Compliance & Certification: Ideal for mandatory training where documentation of completion is necessary.

Drawbacks of Push eLearning

• Lower Engagement: Learners may feel less invested if the content isn't immediately relevant to their needs or if the pace is too slow or fast.
• Potential for Irrelevance: Content might not align with individual learning needs or immediate challenges.
• Rigid Pace: Learners cannot accelerate or slow down based on their comprehension speed.

When to Use Push eLearning

Push eLearning is highly effective in scenarios where:

• Mandatory Training is required, such as annual compliance updates or safety protocols.
• Onboarding Programs for new employees to ensure they all receive essential company information.
• Large-Scale Rollouts of new policies, procedures, or software.
• Building Foundational Skills that are prerequisite for further learning or job functions.

Example: A company-wide cybersecurity awareness course that all employees must complete annually by a specific date is a classic example of push eLearning.

Understanding Pull eLearning

Pull eLearning, in contrast, is a learner-centric approach where individuals actively seek out information and resources based on their specific needs, interests, or challenges. In this model, knowledge is "pulled" by the learner as they require it, often in a just-in-time fashion.

Characteristics of Pull eLearning

• Learner-Driven: The learner dictates what they want to learn, when, and how.
• On-Demand Access: Content is available whenever the learner needs it, not on a fixed schedule.
• Personalized Learning: Learners can focus only on the information relevant to their immediate goals or gaps.
• Resource-Based: Often relies on comprehensive knowledge bases, tutorials, or microlearning modules.
• Just-in-Time Learning: Designed to provide solutions to immediate problems or questions.

Benefits of Pull eLearning

• High Relevance: Learners access content directly related to their current tasks or knowledge gaps, boosting engagement.
• Increased Engagement: Autonomy over learning content and pace leads to higher motivation.
• Flexibility & Convenience: Learners can fit learning into their schedules and learn at their own pace.
• Faster Problem-Solving: Provides immediate solutions, enhancing productivity and performance.
• Skill on Demand: Ideal for upskilling or reskilling as needed for specific projects or career growth.

Drawbacks of Pull eLearning

• Requires Self-Motivation: Learners need discipline and initiative to seek out knowledge.
• Potential for Information Overload: Without guidance, learners might struggle to find the most relevant or credible information.
• Lack of Structured Progression: May not be ideal for building deep, foundational knowledge in a systematic way.
• Quality Control: Variability in the quality or accuracy of available resources.

When to Use Pull eLearning

Pull eLearning excels in situations where:

• Just-in-Time Support is needed for a specific task or problem.
• Continuous Skill Development is desired, allowing employees to learn new tools or techniques as their roles evolve.
• Troubleshooting Guides or FAQs provide immediate answers to common issues.
• Personalized Learning Paths for career advancement or specialized skills are beneficial.

Example: An employee encountering a new feature in a software application decides to watch a short tutorial video or read a help article to understand how to use it.

Push vs. Pull eLearning: A Comparison

The fundamental differences between push and pull eLearning can be summarized as follows:

Blending Push and Pull: A Hybrid Approach

Many modern eLearning strategies effectively combine elements of both push and pull to create a more comprehensive and engaging learning ecosystem. This hybrid approach leverages the strengths of each model.

For instance, a company might use:

• Push eLearning for mandatory annual compliance training and foundational skills for new hires.
• Pull eLearning through a rich knowledge base, on-demand tutorials, and a library of optional courses for continuous professional development or just-in-time problem-solving.

This balanced approach ensures that essential knowledge is disseminated efficiently while also empowering learners to take ownership of their continuous growth and address immediate learning needs. The blend optimizes both structured learning and flexible, self-directed exploration, catering to a diverse range of learning styles and organizational requirements.