Instructional Design Insights

When you align learning strategy with how the brain actually learns you'll find that performance improves. In many organisations, learning still means content delivery - I battle this challenge regularly. L&D teams measure outputs like number of courses, completions, attendance rather than outcomes. But humans don’t learn by consuming information. They learn by connecting ideas, making meaning, and putting their knowledge and skills into practice over and over again until their brains physically change. If you want to genuinely change behaviour and performance in your organisation then your whole strategy needs to be designed with the brain in mind. Here are three practical principles to share with your design and delivery teams: 🧠 Space, don’t cram Learning needs time to settle. Encourage teams to design experiences that build over time rather than delivering everything in one go. The return on retention is remarkable. 💡 Engage peoples emotions People remember what feels relevant and real. Challenge your designers to stimulate learners emotions with hooks like stories, challenges and personal connections. Don't just design pretty slides. 🔄 Practice and retrieval Learning journeys, rather than one off events, give people time to apply, reflect, and test new skills where it matters - on the job. This doesn't mean repetition for its own sake; it's simply how neural pathways are strengthened. When your learning strategy aligns with how the brain naturally works key metrics like engagement, performance and business impact improve. How do you enable your teams to bring brain science into the way they design and deliver learning?

Three principles for memorable workshops and training that resonate long after After 21 years designing and running sessions, from classrooms to boardrooms, I've distilled the essence of compelling learning into three core principles: 1. CONTEXT MATTERS • Don't just present the topic • Bring relevance to your workshop • Make it about their challenges and desires 2. EXPERIENTIAL IS KEY • Don't just choose activities • Take participants on a journey • Design a narrative that builds upon itself 3. EVOCATIVE DELIVERY • Don't just tailor content • Stir something within • Discuss thoughts, reactions & Implications These aren't just principles; they're a roadmap. Whether you're educating the next generation, training teams, or facilitating change across sectors, these fundamentals are your guide to creating lasting learning experiences. ~~ ✍️ How do you ensure your sessions leave a lasting impact on your participants?

Most learning is designed as if forgetting is a bug. It isn’t. 🧠 Forgetting is a natural part of how memory works. The real problem is when learning design pretends it will not happen. We run a training session. Share the slides. Maybe send a recording. And then quietly hope that people will remember, apply, and change their behavior. Cute optimism. But not exactly a strategy. 🙂 The forgetting curve reminds us of something simple and uncomfortable: If learning is not revisited, recalled, applied, and supported in real work, it fades. That does not mean every course needs to become longer. It means learning needs to be designed as a journey, not as a one-time event. A stronger learning experience usually needs several moments: → Explain Create a strong first learning experience: a micro-course, simulation, or scenario-based lesson. → Recall Reactivate memory with a first knowledge check: a micro-quiz, case-based check, or scenario test. → Reactivate Use spaced reinforcement: nudges, flashcards, short challenges, or a quest-style follow-up. → Apply Move into real work: a workplace mission, case-based task, or “try it tomorrow” challenge. → Reflect Add feedback and reflection: AI feedback bot, peer debrief, manager check-in, or reflection journal. → Transfer Support implementation in the flow of work: job aids, workflow support tools, and manager follow-up. This is where blended learning becomes more than a mix of formats. It becomes a memory strategy. 🔁 Because the goal is not to deliver content. The goal is to help people remember the right things at the right moment, and use them when it matters. Don’t fight forgetting. Design learning moments around it. And which reinforcement methods work best in your experience? #LearningDesign #InstructionalDesign #LearningExperienceDesign #LXDesign #CorporateLearning #BlendedLearning #LearningAndDevelopment #Memory #ForgettingCurve #WorkplaceLearning #PerformanceSupport

When was the last time you asked yourself "What can I add to this learning experience?" You're asking yourself the wrong question. I learned this the hard way when designing a leadership program for first-time managers. My first iteration on paper was packed with content: video lectures, case studies, role-play scenarios, reflection exercises, peer discussions, and multiple assessments. I was proud of how comprehensive it was. Then I realised the harsh truth: these managers do not have so much time. If I were to get this program live, no one would finish it. I needed to simplify it - A LOT. The best learning designs aren't built up. They're stripped down. 🧩 The Jenga Strategy Now I design everything by "designing to the breaking point" - removing elements one by one like Jenga blocks until the tower wobbles, then adding back just enough to prevent collapse. That wobble zone is where the real learning happens. I took a radical approach: no instructors, no videos, no perfect examples. I removed element after element until we had just 4 things: - Real-world case studies - Peer feedback loops - Weekly mentor check-ins - Actionable tools to apply in their context The result? We had a ~90% completion rate! ✅ WHAT WORKS: Removing instructions until learners must think critically Cutting content to create productive struggle Eliminating scaffolding to promote problem-solving ❌ WHAT DOESN'T: Endless resources "just in case" someone needs them Over-explaining that robs learners of discovery Perfect examples that discourage experimentation Your best learning designs aren't the ones with the most elements. They're the ones where every single element earns its place by driving real results. The next time you're designing a learning experience, don't ask "What else can I add?" Ask "What else can I take away before it breaks?"

“Make it harder—but in a good way.” We often chase smooth training experiences: flawless slides, perfectly timed modules, minimal friction. But according to Elizabeth Bjork & Robert Bjork, that’s exactly where we miss the boat. Their research argues that desirable difficulties—those thoughtfully introduced hurdles—boost long-term learning far more than comfortable ease. Key takeaways: • Learning ≠ Performance: Just because learners blaze through a module doesn’t mean they’ll remember it. • ‘Make it harder—but make it meaningful’: Spacing, interleaving, retrieval practice (yes—frequent testing) all work. • Don’t mistake familiarity for mastery: Rereading feels good. It doesn’t last. So what does this mean for us as designers and facilitators? Rethink your “easy wins” modules. Could you insert a quick retrieval task or surprise switch-up? Instead of big blocks of content, build short segments that force learners to pull information—not just consume it. Add variety—flip the order, change the format, ask a question instead of delivering a slide. Variety + retrieval = stronger memory. When we shift focus from “smooth experience” to “durable learning,” we flip the script. Training becomes less about immediate comfort and more about lasting impact. If you’re designing your next workshop, micro-course, or internal training, ask: Where am I making it too easy? Maybe that’s where the magic is hiding. 🔗 https://lnkd.in/gyh362hv

Many digital learning experiences (eLearning and microlearning) lead with explanation. Screens present the concept. Narration walks through the logic. The learner clicks next. But learning does not happen because we explained it well. It happens when learners are guided to think. Socratic questioning offers a different approach. It functions as cognitive scaffolding, helping learners move step by step from understanding to application. Well-designed questions direct attention, activate prior knowledge, and support deeper processing without overloading working memory. This quick reference includes practical design guidelines for embedding questions into eLearning and microlearning. If we want thinking, reasoning, and transfer, we have to design for it. Where could a well-placed question do more than another explanation in your next digital experience? #microlearning #InstructionalDesign #training #neuroscience #instructionaldesigners #elearning #elearningdesign #talentdevelopment #education #learning #StrategicLearning #LearningDesign #LxD

Storyboards are more than design documents — they're powerful learning roadmaps. Many people see storyboards as just a collection of visuals. But they’re actually your secret weapon for designing impactful learning experiences. Here’s how to make storyboards that truly drive learning: 1️⃣ Align with objectives   → Don't just list topics.   → Match each slide to specific outcomes. 2️⃣ Know your audience → 2020: One-size-fits-all content. → 2025: Personalized learning paths. 3️⃣ Structure for success   → Break content into digestible chunks.   → Use consistent templates across modules. 4️⃣ Detail each slide   → Include visuals, text, interactions.   → Leave nothing to interpretation. 5️⃣ Visualize the journey   → Show how learners navigate the content.   → Use flowcharts to map decision points. 6️⃣ Plan for engagement   → Static slides are dead.   → Design interactions that spark thinking. 7️⃣ Integrate accessibility   → It's not an afterthought.   → Plan for diverse needs from the start. 8️⃣ Embed assessments   → Sprinkle in knowledge checks.   → Reinforce learning at every step. 9️⃣ Collaborate and iterate   → Involve SMEs, designers, developers early.   → Refine based on real-time feedback. 🔟 Version control is crucial   → Label clearly (v1.0, v1.1, v2.0).   → Track changes meticulously. Storyboards aren't just about layout. They're about crafting experiences. Master this approach: → Boost engagement → Improve retention → Generate tangible results What's your storyboarding strategy?

Your team just finished training. In 7 days, they'll probably forget 80% of it. Why? Because most training ignores how people learn. Hours of lecturing. Click-through videos. Death by PowerPoint. None of these actually work. Instead, turn forgettable training into lasting knowledge with these 5 proven principles from learning science: 🧠 𝗗𝗲𝗲𝗽 𝗣𝗿𝗼𝗰𝗲𝘀𝘀𝗶𝗻𝗴 ↳ Don't just present information ↳ Get people to analyze and evaluate ↳ Make them apply it to real problems Make them think, not just listen. 🤝 𝗖𝗵𝘂𝗻𝗸𝗶𝗻𝗴 ↳ Organize into 3-4 pieces (brain's sweet spot) ↳ Group similar ideas together ↳ Create clear mental buckets Memory loves small groups. 🔗 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗔𝘀𝘀𝗼𝗰𝗶𝗮𝘁𝗶𝗼𝗻𝘀 ↳ Connect new concepts to existing knowledge ↳ Use familiar examples ↳ Create mental bridges New knowledge sticks when it connects to old. 🖼️ 𝗗𝘂𝗮𝗹 𝗖𝗼𝗱𝗶𝗻𝗴 ↳ Combine words with visuals ↳ Use memorable illustrations ↳ Create 2x2 matrices and diagrams Two paths to memory are better than one. 🏋️ 𝗗𝗲𝗹𝗶𝗯𝗲𝗿𝗮𝘁𝗲 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲 ↳ Focus on challenging areas ↳ Give specific feedback ↳ Guide repeated improvement Smart practice beats mindless repetition. But here's the truth about making learning stick: You can perfect your content all you want, but if people don't want to learn, they won't. That's why you must tap into these 4 human motivators: → 𝗔𝘂𝘁𝗼𝗻𝗼𝗺𝘆 (give them agency) → 𝗠𝗮𝘀𝘁𝗲𝗿𝘆 (show their progress) → 𝗥𝗲𝗹𝗮𝘁𝗲𝗱𝗻𝗲𝘀𝘀 (make it social) → 𝗣𝘂𝗿𝗽𝗼𝘀𝗲 (connect to bigger goals) Stop wasting time and $$$ on ineffective training. Start engineering learning experiences that stick. Your team deserves better. What principle will you apply first? ♻️ Find this valuable? Repost to help others. Follow me for posts on leadership, learning, and systems thinking. 📌 Want free PDFs of this and my top cheat sheets? You can find them here: https://lnkd.in/g2t-cU8P Hi 👋 I'm Vince, CEO of Sparkwise. We upskill teams at a fraction of the cost by automating live group learning using learning science. Check out our topic library: https://lnkd.in/gKbXp_Av

🔴 If learners can’t apply it, they won’t remember it. Too many training programs focus on information instead of application. But knowledge without action doesn’t drive results. Instead, design learning that sticks by making it real-world relevant. Here’s how: 1️⃣ Start with real challenges. Ask: “What problems do learners face on the job?” Then, build training that helps them solve those problems. 2️⃣ Make practice look like reality. Ditch abstract exercises. Use: ✅ Case studies based on real work situations ✅ Branching scenarios with authentic decision-making ✅ Hands-on activities that mirror actual tasks 3️⃣ Encourage immediate application. Don’t just teach—get learners doing. ✅ Give action steps at the end of each lesson. ✅ Have learners apply skills to a real project. ✅ Use reflection prompts like: “How will you use this tomorrow?” 4️⃣ Measure success by performance, not completion. A completed course means nothing if behavior doesn’t change. Learning should solve real problems. If it doesn’t translate to the real world, it’s just noise. 🤔 How do you ensure your training leads to real-world application? ----------------------- 👋 Hi! I'm Elizabeth! ♻️ Share this post if you found it helpful. 👆 Follow me for more tips! 🤝 Reach out if you need a high-quality learning solution designed to engage learners and drive real change. #InstructionalDesign #RealWorldLearning #LearningThatWorks #LearningAndDevelopment

At the recent Learningguild online conference, I shared about Frederick Bartlett’s research on memory built on Ebbinghaus’ research shortcomings and how we should use Bartlett’s findings to design learning experiences that help learners build the required skills. These are the key takeaways: 1) Learners’ cultural background & prior knowledge lead to memory distortions. In the case of Bartlett’s “The War of the Ghosts” experiments, British participants unfamiliar with the supernatural part of the story in Native American culture either omitted or rendered the story to make it more palatable to their own existing schemata. o   Note to L&D: Do a thorough analysis of your learners to understand their cultural backgrounds and prior knowledge, esp. if you have global learners. 2)  While Ebbinghaus believed that Reason and Emotion are two separate things, Bartlett proved they work together. He found that we try to make sense of things that seem irrational, particularly if they trigger an emotional response in us. He discovered that this emotional response made people much more determined to remember. o   Note to L&D: Work with your subject matter experts to embed the consequences of decisions, lack of action, accurate performance, etc., in the learning experience. An experience coupled with emotional triggers even negative is usually better remembered. 3)  In his visual representation experiments, participants remembered better if text describing the illustration was placed next to it. o   Note to L&D: Take spatial contiguity to heart if you want the learners remember an important point.  That’s what Richard Mayer found as well. 4)  Investigate the reasons for no behavior change. Instead of jumping straight into training, dig into why people aren’t changing their behavior. Show them the consequences of their actions not just with numbers but with powerful stories. 5) Build decision making under stress and time pressure into your simulation learning. High-tech simulations in comfortable settings teach procedures well, but they miss the crucial part—making decisions when things go wrong and pressure mounts. #applyingresearchtopractice #memory #remembering #research