50 Must-Know HR OD LnD Models for 2025: Empowering Workplaces in the Age of AI

Introduction: The Future is Now

Did you know that by 2025, 85% of the jobs we’ll rely on haven’t even been invented yet? The workplace is evolving rapidly, fueled by advances in AI, automation, and a global focus on adaptability. For HR, OD, LnD professionals, staying ahead means mastering key concepts and models to create thriving, future-ready organisations.

In this blog, we’ve curated 50 Must-Know HR OD LnD Models for 2025 that will help you navigate this transformative landscape, build agile teams, and foster continuous learning.

Core Learning and Development Models

70:20:10 Learning Model: Reinforces that learning occurs 70% through experience, 20% through interactions, and 10% via formal training.
- What it is: A framework emphasizing that learning occurs 70% through experience, 20% through social interactions, and 10% through formal training.
- When to use: For organizations focusing on experiential and collaborative learning approaches.
- How to use: Design programs that prioritize on-the-job experiences and mentoring.
- AI Focus: Use AI to enhance experiential learning through simulations and mentorship programs via virtual platforms.
Kirkpatrick’s 4-Level Model of Training Evaluation: Evaluate the impact of your training programs by measuring reaction, learning, behavior, and results.
- What it is: A method to evaluate training programs by measuring reaction, learning, behavior, and results.
- When to use: Post-training to assess effectiveness and impact.
- How to use: Conduct surveys, quizzes, and performance reviews.
- AI Focus: Leverage AI analytics for automated data collection and real-time insights.
Four Stages of Competence Model: Plan training journeys from unconscious incompetence to unconscious competence.
- What it is: A model outlining the journey from unconscious incompetence to unconscious competence.
- When to use: For skill development and training plans.
- How to use: Design training to address each competence stage.
- AI Focus: Customize training paths using adaptive learning platforms.
ADDIE Model: A systematic approach to instructional design—Analyze, Design, Develop, Implement, Evaluate.
- What it is: A systematic instructional design process—Analyze, Design, Develop, Implement, Evaluate.
- When to use: For creating structured training programs.
- How to use: Follow the five phases for comprehensive program development.
- AI Focus: Automate analysis and evaluation phases with AI-driven tools.
Kolb’s Experiential Learning Cycle: Learning through concrete experience, reflective observation, abstract conceptualization, and active experimentation.
- What it is: Learning through concrete experience, reflective observation, abstract conceptualization, and active experimentation.
- When to use: For hands-on training and skill application.
- How to use: Integrate activities that include all four stages.
- AI Focus: Simulate real-world scenarios using AI and AR.

Team Dynamics and Development

Tuckman’s Forming, Storming, Norming, Performing Model: Navigate team growth stages for better cohesion.
- What it is: A framework for team development stages.
- When to use: For building and managing teams.
- How to use: Facilitate activities to guide teams through each stage.
- AI Focus: Monitor team dynamics through AI-driven sentiment analysis.
Lencioni’s 5 Dysfunctions of a Team: Address issues like lack of trust and accountability to build high-performing teams.
- What it is: Identifies common team challenges like lack of trust and accountability.
- When to use: To build cohesive and high-performing teams.
- How to use: Address dysfunctions with targeted interventions.
- AI Focus: Use AI tools to identify and mitigate team dysfunctions.
Belbin Team Roles: Identifies team roles to maximize individual strengths.
- What it is: A tool to identify team roles and maximize individual strengths.
- When to use: For team composition and role assignment.
- How to use: Assess team dynamics and assign roles accordingly.
- AI Focus: Map roles using behavioral and performance data.
Social Exchange Theory: Examines team collaboration through reciprocal relationships.
- What it is: Examines collaboration through reciprocal relationships.
- When to use: For fostering better teamwork and collaboration.
- How to use: Develop programs that encourage mutual support.
- AI Focus: Enhance collaboration using AI-powered networking tools.
The Drexler-Sibbet Team Performance Model: Focuses on team formation and ongoing performance.
- What it is: A model for team formation and ongoing performance improvement.
- When to use: For team coaching and performance tracking.
- How to use: Guide teams through the seven performance stages.
- AI Focus: Track performance metrics in real time.

Change Management and Goal Setting

Kotter’s 8-Step Change Model: Implement organizational change systematically.
- What it is: A step-by-step framework for implementing change.
- When to use: For organizational transformation projects.
- How to use: Follow the eight steps from establishing urgency to anchoring change.
- AI Focus: Predict change outcomes with AI-based modeling.
SMART Goal-Setting Model: Create goals that are Specific, Measurable, Attainable, Relevant, and Time-bound.
- What it is: A method for setting Specific, Measurable, Attainable, Relevant, and Time-bound goals.
- When to use: For personal and organizational goal setting.
- How to use: Create clear and actionable goals.
- AI Focus: Automate goal tracking and progress updates.
ADKAR Change Model: Focus on Awareness, Desire, Knowledge, Ability, and Reinforcement.
- What it is: Focuses on Awareness, Desire, Knowledge, Ability, and Reinforcement for change management.
- When to use: For individual and organizational change.
- How to use: Align interventions with each stage of the model.
- AI Focus: Personalize strategies using AI.
Lewin’s Change Management Model: Unfreeze, Change, Refreeze.
- What it is: A three-step process—Unfreeze, Change, Refreeze.
- When to use: For implementing structured change.
- How to use: Prepare for change, implement it, and make it stick.
- AI Focus: Use AI to monitor readiness and sustain change.
Prosci Change Management Framework: Tailored change management solutions.
- What it is: Provides tailored solutions for managing change.
- When to use: For complex and large-scale organizational changes.
- How to use: Apply Prosci tools and practices.
- AI Focus: Predict resistance points with AI analytics.

Coaching and Communication

GROW Coaching Model: Facilitate impactful coaching with clear goals and action plans.
- What it is: A coaching framework focusing on four key stages—Goal, Reality, Options, and Way forward.
- When to use: Apply this model during coaching sessions to help individuals clarify goals, explore solutions, and take actionable steps.
- How to use: Define what the coachee wants to achieve. Reality: Assess their current situation. Options: Brainstorm possible solutions. Way Forward: Identify specific actions and set timelines.
- AI Focus: Use AI chatbots for initial goal-setting and generating potential options based on past data or patterns.
The Johari Window: Boost team transparency and self-awareness.
- What it is: A tool for improving self-awareness, team dynamics, and mutual understanding by exploring known and unknown aspects of oneself and others.
- When to use: Use this model in team-building sessions or feedback discussions to improve transparency and trust.
- How to use: Encourage open feedback to expand the “open area” quadrant while minimizing blind spots and hidden areas.
- AI Focus: Employ AI-driven feedback tools to identify hidden areas and blind spots by analyzing communication patterns and survey results.
Transactional Analysis (TA): Understand interpersonal communication.
- What it is: A psychological model for understanding interpersonal communication, focusing on ego states—Parent, Adult, and Child.
- When to use: Use TA to address and improve workplace communication and resolve conflicts.
- How to use: Identify ego states during interactions to shift communication toward the Adult state for rational discussions.
- AI Focus: Analyze communication styles and suggest strategies for more effective interactions using AI tools.
6 Principles of Influence (Cialdini): Persuasion through reciprocity, commitment, and more.
- What it is: A framework for persuasion using six principles: reciprocity, commitment, social proof, authority, liking, and scarcity.
- When to use: Apply this in marketing, negotiations, or team motivation strategies.
- How to use: Leverage these principles based on the audience and context to influence effectively.
- AI Focus: Optimize persuasive communication by analyzing content and audience responses with AI.
Nonviolent Communication (NVC): Foster empathy in workplace interactions.
- What it is: A method of empathetic communication focusing on observations, feelings, needs, and requests.
- When to use: Use NVC to foster understanding and resolve conflicts in workplace interactions.
- How to use: Teach individuals to express themselves clearly while empathetically understanding others’ perspectives.
- AI Focus: Provide real-time empathy training through AI-powered simulations and feedback tools.

Motivation and Engagement

Maslow’s Hierarchy of Needs: Understand employee motivation, from basic needs to self-actualization.
- What it is: A motivational theory outlining five levels of needs, from physiological to self-actualization.
- When to use: Use this model to understand employee motivations and design engagement strategies.
- How to use: Address needs progressively, ensuring basic requirements are met before fostering growth opportunities.
- AI Focus: Create personalized well-being programs using AI insights to address individual and team needs.
Herzberg’s Motivation-Hygiene Theory: Distinguish between motivators and hygiene factors.
- What it is: Differentiates between hygiene factors (e.g., salary, work conditions) and motivators (e.g., achievement, recognition) in employee satisfaction.
- When to use: Apply this model to identify and address factors influencing job satisfaction.
- How to use: Enhance hygiene factors to reduce dissatisfaction and focus on motivators to improve engagement.
- AI Focus: Conduct AI-driven surveys to identify and act on workplace motivators and hygiene factors.
Intrinsic Motivation (Autonomy, Mastery, Purpose): Leverage AI to provide personalized learning paths that align with individual aspirations.
- What it is: Focuses on internal motivators like autonomy, mastery, and purpose.
- When to use: Use this when designing tasks or learning paths that align with personal goals and interests.
- How to use: Assign meaningful tasks that provide challenges while supporting skill growth.
- AI Focus: Leverage AI to customize learning and development paths aligned with individual aspirations.
Flow Model: Achieve complete engagement in tasks.
- What it is: Describes a state of complete engagement in tasks where challenges match skill levels.
- When to use: Use this model to design work or learning experiences that maintain optimal engagement.
- How to use: Balance task complexity with employee skills to keep them in the flow state.
- AI Focus: Identify flow triggers and track engagement levels through AI behavior analysis.
Gallup Q12: Predict employee engagement through key questions.
- What it is: A set of 12 questions designed to measure employee engagement.
- When to use: Use this regularly to assess organizational engagement levels and track trends.
- How to use: Analyze survey results to identify gaps and implement targeted improvements.
- AI Focus: Automate survey deployment and analyze trends with AI to generate actionable insights.

Performance and Strategy

The Balanced Scorecard: Measure success across financial, customer, process, and learning perspectives.
- What it is: A strategic planning tool measuring success across financial, customer, process, and learning perspectives.
- When to use: Use this model to align business activities with organizational goals.
- How to use: Set objectives and measure outcomes in each of the four perspectives.
- AI Focus: Automate scorecard updates and insights using AI to track metrics in real-time.
SWOT Analysis: Identify internal and external factors for strategic decision-making.
- What it is: A framework for identifying internal Strengths and Weaknesses, and external Opportunities and Threats.
- When to use: Apply this model during strategic planning and decision-making.
- How to use: Use the analysis to identify priorities and develop strategies to address gaps.
- AI Focus: Perform dynamic SWOT updates with AI insights based on real-time data.
The 80/20 Rule (Pareto Principle): Prioritize tasks effectively.
- What it is: States that 80% of results come from 20% of efforts.
- When to use: Use this principle to prioritize high-impact tasks.
- How to use: Identify and focus on key activities that generate the most value.
- AI Focus: Automate task prioritization by identifying patterns in productivity data.
Time Management Matrix: Organize tasks by urgency and importance.
- What it is: Categorizes tasks into four quadrants based on urgency and importance.
- When to use: Use this to help teams and individuals prioritize effectively.
- How to use: Focus on Quadrant II (important but not urgent tasks) for long-term benefits.
- AI Focus: Integrate AI scheduling tools to dynamically organize and prioritize tasks.
OKRs (Objectives and Key Results): Set and track clear objectives.
- What it is: A framework for setting and tracking objectives and measurable results.
- When to use: Use this model to align individual and team goals with organizational objectives.
- How to use: Define clear objectives and measure progress with specific key results.
- AI Focus: Provide real-time updates and suggest corrective actions for achieving results.

HR and Leadership

Ulrich Model for Strategic HR: Transition from transactional HR to strategic business partnering.
- What it is: A framework that transitions HR from transactional roles to strategic business partnering, focusing on organizational goals and employee value creation.
- When to use: Apply this model when aligning HR functions with business strategy.
- How to use: Divide HR responsibilities into strategic partners, change agents, administrative experts, and employee champions to streamline roles.
- AI Focus: Automate repetitive HR tasks like payroll, onboarding, and scheduling, enabling HR professionals to focus on strategic priorities.
Situational Leadership: Adapt leadership styles to meet team readiness levels.
- What it is: A leadership model that suggests adapting leadership styles based on team readiness and task complexity.
- When to use: Use this model when managing diverse teams or during organizational changes.
- How to use: Assess team members’ competence and commitment, then adapt leadership style—directive, coaching, supporting, or delegating—as needed.
- AI Focus: Provide analytics on team performance and readiness to recommend optimal leadership styles for different scenarios.
Transformational Leadership: Inspire through vision and motivation.
- What it is: A leadership approach focused on inspiring and motivating teams through vision, communication, and innovation.
- When to use: Apply this style during periods of change, innovation, or when fostering team morale.
- How to use: Share a compelling vision, empower team members, and model desired behaviors to drive engagement.
- AI Focus: Use AI to identify transformational behaviors and recommend development programs for leaders.
Servant Leadership: Prioritize team well-being.
- What it is: A leadership philosophy that prioritizes the needs and well-being of team members.
- When to use: Use this model in team-centric or service-focused roles to build trust and foster collaboration.
- How to use: Encourage leaders to focus on employee development, empathy, and active listening.
- AI Focus: Implement real-time feedback tools to monitor team well-being and ensure responsive leadership.
Level 5 Leadership: Blend personal humility with professional will.
- What it is: A leadership concept combining personal humility with professional will to achieve extraordinary results.
- When to use: Apply this during critical organizational transformations or when building a long-term strategy.
- How to use: Encourage self-awareness and focus on achieving collective goals rather than individual recognition.
- AI Focus: Use AI tools to measure leadership impact and provide feedback for continual improvement.

Additional Relevant Models

Theory X and Theory Y: Different management styles.
- What it is: Contrasts two management styles—Theory X assumes employees are inherently lazy, while Theory Y views them as motivated and capable.
- When to use: Use this framework to understand managerial tendencies and adapt management strategies.
- How to use: Foster a Theory Y culture by emphasizing trust, autonomy, and employee development.
- AI Focus: Conduct AI-driven surveys to analyze managerial behaviors and team perceptions.
The Peter Principle: Understand promotion limits.
- What it is: Suggests individuals are promoted to their level of incompetence in hierarchical organizations.
- When to use: Use this principle to ensure promotions align with skillsets and leadership potential.
- How to use: Provide training and assessments before promotions to prepare employees for new roles.
- AI Focus: Use AI to predict leadership potential and highlight areas needing development before advancement.
Cognitive Dissonance: Address workplace discomfort.
- What it is: The psychological discomfort caused by conflicting beliefs, values, or behaviors.
- When to use: Apply this model to resolve workplace conflicts or enhance team alignment.
- How to use: Encourage open dialogue and training to align beliefs and behaviors with organizational values.
- AI Focus: Monitor sentiment and behavioral patterns using AI to identify and address dissonance early.
The Bell Curve: Evaluate performance distribution.
- What it is: A statistical model often used to evaluate employee performance distribution.
- When to use: Use this model during performance reviews to categorize employees by performance levels.
- How to use: Implement fair and transparent criteria to classify and develop performance plans for each category.
- AI Focus: Automate performance reviews and provide personalized development plans for each performance tier.
DISC Model: Assess behavioral tendencies.
- What it is: A behavioral assessment tool focusing on four personality traits: Dominance, Influence, Steadiness, and Conscientiousness.
- When to use: Use this model for team-building, conflict resolution, and leadership development.
- How to use: Conduct DISC assessments to tailor communication and task allocation based on individual traits.
- AI Focus: Integrate DISC assessments into AI platforms for dynamic team collaboration insights.
MBTI (Myers-Briggs Type Indicator): Explore personality types.
- What it is: A personality assessment identifying preferences in how people perceive the world and make decisions.
- When to use: Use MBTI for team development and improving interpersonal dynamics.
- How to use: Conduct MBTI workshops and provide actionable insights for leveraging team strengths.
- AI Focus: Use AI to customize team-building activities based on personality insights.
Big 5 Personality Traits: Measure Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism.
- What it is: A framework measuring five personality dimensions: Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism.
- When to use: Use this model for hiring, team dynamics, and leadership development.
- How to use: Conduct assessments to identify traits and tailor growth opportunities accordingly.
- AI Focus: Leverage AI for dynamic personality analysis and predictive team fit.
Strengths-Based Thinking: Build on strengths.
- What it is: Focuses on identifying and building individual strengths rather than fixing weaknesses.
- When to use: Apply this approach for employee engagement and talent development programs.
- How to use: Conduct strengths assessments and align roles with individuals’ strengths.
- AI Focus: Identify strengths through AI tools and suggest role adjustments for optimal performance.
Appreciative Inquiry: Focus on positives.
- What it is: A positive, strengths-focused approach to organizational change and development.
- When to use: Use this during strategy sessions or organizational development initiatives.
- How to use: Highlight what works well and build strategies around organizational strengths.
- AI Focus: Use AI to analyze organizational data and spotlight areas of excellence for further leverage.
Positive Psychology (PERMA Model): Foster happiness and fulfillment.
- What it is: A framework for fostering well-being, focusing on Positive Emotion, Engagement, Relationships, Meaning, and Accomplishment.
- When to use: Apply this model to improve employee happiness, resilience, and job satisfaction.
- How to use: Design activities and programs that enhance positivity, build strong relationships, create purpose, and celebrate achievements.
- AI Focus: Provide personalized well-being recommendations by analyzing employee feedback and engagement metrics.
Neuro-Linguistic Programming (NLP): Enhance communication.
- What it is: A communication and behavioral approach to enhance interpersonal skills and influence.
- When to use: Use NLP to improve communication, resolve conflicts, and increase personal effectiveness.
- How to use: Conduct training to teach techniques like reframing, anchoring, and building rapport.
- AI Focus: Automate NLP training using AI-powered interactive simulations and real-time feedback tools.
Covey’s 7 Habits of highly effective people : Promote effectiveness.
- What it is: A personal development model focusing on seven habits, including proactivity, prioritization, and synergy, to enhance effectiveness.
- When to use: Apply this model to foster leadership, productivity, and team collaboration.
- How to use: Develop workshops and coaching sessions to embed the habits into daily practices.
- AI Focus: Create interactive modules and habit-forming reminders to reinforce behaviors.
Goleman’s Emotional Intelligence Model: Build self-awareness, self-regulation, and empathy.
- What it is: A framework highlighting five EI components: self-awareness, self-regulation, motivation, empathy, and social skills.
- When to use: Use this model for leadership development, team dynamics, and conflict resolution.
- How to use: Conduct assessments and workshops to build emotional intelligence in individuals and teams.
- AI Focus: Monitor emotional intelligence through AI-driven feedback and suggest targeted interventions for development.
Job Demands-Resources Model (JD-R): Balance demands and resources.
- What it is: A model balancing job demands (workload, deadlines) with job resources (support, development opportunities) to reduce stress and enhance performance.
- When to use: Apply this model to prevent burnout, enhance engagement, and boost productivity.
- How to use: Identify stressors and resources within the workplace, then implement strategies to maintain balance.
- AI Focus: Predict burnout risks by analyzing workload patterns, sentiment data, and engagement trends.
Employee Net Promoter Score (eNPS): Measure employee loyalty.
- What it is: A metric measuring employee loyalty and satisfaction through a single question: “How likely are you to recommend this organization as a place to work?”
- When to use: Use eNPS during employee engagement surveys or as a periodic measure of workplace sentiment.
- How to use: Collect responses, analyze trends, and implement actions to improve employee satisfaction and loyalty.
- AI Focus: Automate eNPS surveys, track trends over time, and provide actionable insights for targeted improvements.

The Role of Breakfree Consulting: AI-Enabled Business Success Solutions.

At Breakfree Consulting, we empower organizations to adapt these models to the challenges of the AI era. Here’s how we support our clients:

Personalized Learning Journeys: Leveraging AI to design learning paths aligned with the 70:20:10 model.
Data-Driven Training Evaluation: Using analytics to measure Kirkpatrick’s 4 Levels of Training.
AI-Enhanced Team Dynamics: Employing tools to monitor and improve team performance in real time.
Strategic HR Transformation: Assisting HR teams in adopting the Ulrich Model for impactful business alignment.
Leadership Development: Customizing programs that integrate transformational and situational leadership principles.

With over 20 years of expertise, Breakfree Consulting has helped clients worldwide achieve over 4.75/5 satisfaction ratings through practical implementation of these models.

What’s Your Next Move?

Which of these models resonates with you the most? Are you already leveraging AI to implement these concepts? Share your thoughts in the comments or tag us on LinkedIn to join the conversation!

For tailored solutions to apply these models in your organization, reach out to Breakfree Consulting today and future-proof your workforce.