I remember the first time I stumbled across the 5 Moments of Need framework by Conrad Gottfredson and Bob Mosher. It felt like someone had finally articulated what so many of us in instructional design and training already knew—but didn’t have a clear language for.
Learning doesn’t just happen in workshops, webinars, or eLearning modules.
It happens when leaders are in the thick of their day—navigating challenges, adapting to change, and making decisions on the fly.
For anyone designing leadership development programs, understanding these real moments is a game-changer—especially when paired with strategies like learning in the flow of work.
What Are The 5 Moments of Need?
Let’s start with the basics. Gottfredson and Mosher’s 5 Moments of Need framework identifies when people actually need learning and support:
- Learn New – When you’re learning something for the first time.
- Learn More – When you’re expanding on what you already know.
- Apply – When you need to remember or act on what you’ve learned.
- Solve – When things go wrong, and you need to troubleshoot.
- Change – When you must adapt to new ways, systems, or roles.
While traditional instructional design tends to focus heavily on the first two moments (think formal training sessions), the reality is that most performance gaps occur during Apply, Solve, and Change. That’s where leaders often feel the pressure—and where well-designed support can make the biggest impact.
Why This Framework is Essential for Leadership Development
Leadership isn’t static—it’s situational, dynamic, and deeply human. Leaders face daily challenges that no one-off training session can fully prepare them for.
Think about it:
- A newly promoted manager needs to learn how to delegate effectively.
- An experienced leader wants to refine their coaching style.
- A director faces an unexpected team conflict and must act fast.
- An executive must pivot strategy due to market shifts.
Each of these reflects different “moments of need.” If we only design leadership programs around formal learning events, we miss the chance to support leaders when it truly counts—on the job, in real-time.
This is where blending the 5 Moments framework with performance support tools creates real value.
Bringing Learning into the Flow of Work with MS Teams
You’ve probably heard the phrase “learning in the flow of work” (thanks to Josh Bersin for popularizing it). It’s not just a buzzword—it’s a mindset shift.
Instead of pulling leaders away from their responsibilities to “go learn,” we embed learning within the tools and platforms they already use. For many organizations, that’s MS Teams.
Here’s how you can design leadership development aligned with the 5 Moments of Need, using MS Teams as your delivery hub:
| Moment of Need | How to Support in MS Teams |
| Learn New | Create a “New Leader Onboarding” channel with bite-sized modules, intro videos, and quick-start guides. |
| Learn More | Host monthly learning circles or peer coaching sessions via Teams meetings, supported by shared resources and discussion threads. |
| Apply | Use Power Automate to send Just-In-Time prompts, checklists, or job aids before key leadership tasks (e.g., feedback sessions, team meetings). |
| Solve | Set up a dedicated “Leadership Help Desk” chat or chatbot where leaders can ask questions and access troubleshooting tips. |
| Change | Roll out updates, micro-videos, and reflective prompts in Teams when new processes, policies, or organizational shifts occur. |
This approach turns MS Teams into more than just a communication tool—it becomes a performance support ecosystem.
A Day in the Life: How This Looks in Action
Let’s meet Alex, a newly promoted team leader.
- On Day 1, Alex gets access to a Leadership Essentials Teams channel, with short onboarding videos and key resources (Learn New).
- Two weeks in, Alex joins a peer discussion on handling remote team dynamics (Learn More).
- Before conducting his first 1:1, a Teams bot pings him a prep checklist created by L&D (Apply).
- When a team member misses deadlines, Alex taps into a quick guide on managing accountability conversations (Solve).
- Later, when the company introduces a new project management system, microlearning updates arrive directly in his Teams feed (Change).
Alex never had to “leave work to learn”—because learning was designed to meet him where he is.
Key Design Principles: From Training to Continuous Support
To apply the 5 Moments effectively, especially for leadership development, here are a few guiding principles:
✅ Think beyond courses. Leadership growth happens daily—not just in workshops.
✅ Embed performance support. Tools like MS Teams, chatbots, and job aids keep learning accessible.
✅ Leverage microlearning. Short, focused content is easier to digest and apply in the moment.
✅ Foster peer learning. Leadership challenges are often nuanced—create spaces for leaders to share insights.
✅ Use automation smartly. Power Automate or similar tools can deliver timely nudges tied to real tasks.
This shift is about designing ecosystems, not just events.
Additional Resources to Deepen Your Understanding
If you’re ready to rethink your approach to instructional design and leadership development, here are some resources worth exploring:
• Gottfredson, C., & Mosher, B. The 5 Moments of Need Framework
• Mosher, B. (2021). The Power of Performance Support
• The Learning Guild. Performance Support in the Workplace
• Bersin, J. Learning in the Flow of Work
• Malamed, C. Job Aids & Performance Support
• YouTube. Using MS Teams for Learning Support
• YouTube. Create a Chatbot in MS Teams
Final Thoughts: Designing for Moments That Matter
When we start viewing learning through the lens of real-world needs, everything changes.
For leadership development, this means moving away from one-and-done programs and toward continuous, contextual support. The 5 Moments of Need gives us a framework to do just that—while tools like MS Teams help us deliver it seamlessly within the flow of work.
Because at the end of the day, leadership isn’t built in a classroom.
It’s built in the moments that challenge us, stretch us, and push us to grow.
Our job, as instructional designers and learning professionals, is to be there—quietly supporting—when those moments happen.
How Are You Using the 5 Moments of Need?
I’d love to hear from you!
How have you applied the 5 Moments of Need in your instructional design or leadership development initiatives?
- Are you embedding performance support into daily workflows?
- Have you found creative ways to address those Apply, Solve, or Change moments?
- Or are you just starting to explore how this framework can shift your design approach?
Share your experiences, challenges, or success stories in the comments. Let’s keep the conversation going and learn from each other’s real-world applications.
After all, we’re all navigating these moments—why not design better ways to support them together?
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