Design for How People Learn

1. Design learning experiences for the learner's journey, not just knowledge transfer

Learning experiences are like journeys. The journey starts where the learner is now, and ends when the learner is successful (however that is defined). The end of the journey isn't just knowing more, it's doing more.

Identify the gaps. Effective learning design goes beyond simply conveying information. It involves understanding where learners are starting from and where they need to end up in terms of knowledge, skills, motivation, habits, and environment. By identifying these gaps, you can create targeted learning experiences that bridge them.

Focus on application. The ultimate goal of learning is not just increased knowledge, but improved performance in real-world situations. Design learning experiences that give learners opportunities to practice applying what they've learned in contexts similar to those they'll encounter on the job. This could involve:

• Realistic scenarios and case studies
• Hands-on simulations
• Project-based learning
• On-the-job training components

Provide ongoing support. Learning doesn't end when formal training concludes. Create resources and opportunities for continued learning and performance support, such as:

• Job aids and quick reference guides
• Mentoring programs
• Communities of practice
• Just-in-time microlearning modules

2. Understand your learners' motivations, backgrounds, and existing mental models

You don't get to decide what's intrinsic to the learner.

Conduct learner analysis. Before designing any learning experience, take the time to understand your audience. This involves:

• Surveying or interviewing representative learners
• Observing learners in their work environment
• Analyzing performance data and job requirements

Look for insights into:

• Existing knowledge and skill levels
• Motivations and career goals
• Preferred learning styles and methods
• Common misconceptions or pain points

Leverage existing mental models. People learn new information by connecting it to what they already know. Tap into learners' existing mental models and experiences to make new content more relatable and memorable. Use analogies, metaphors, and examples that resonate with your specific audience.

Provide autonomy. Adult learners are most engaged when they feel a sense of control over their learning. Where possible, offer choices in:

• Learning paths and content sequencing
• Assessment methods
• Project topics or case studies
• Application exercises relevant to their specific job roles

3. Set clear, actionable learning objectives focused on real-world application

Is this something the learner would actually do in the real world? Can I tell when they've done it?

Be specific and observable. Vague objectives like "understand" or "appreciate" are difficult to measure. Instead, use action verbs that describe observable behaviors, such as:

• Analyze
• Calculate
• Demonstrate
• Evaluate
• Implement
• Troubleshoot

Focus on real-world tasks. Frame objectives around the actual job tasks or problems learners will face, rather than abstract concepts. For example:
Instead of: "Understand project management principles"
Try: "Create a project timeline and budget for a new product launch"

Communicate value. Help learners see the relevance of the objectives to their work and career goals. Clearly explain how mastering each objective will benefit them in tangible ways.

Align assessment with objectives. Ensure that your evaluation methods actually measure whether learners can perform the stated objectives. If possible, use authentic assessments that mimic real-world scenarios rather than relying solely on multiple-choice tests.

4. Leverage memory principles to make content stick through context and practice

Multiple shelves: The more ways you have to find a piece of information, the easier it is to retrieve, so an item that goes on only one or two shelves is going to be harder to retrieve than an item that goes on many shelves.

Create multiple "hooks" for information. Help learners encode new information in multiple ways:

• Visual: Diagrams, infographics, mind maps
• Auditory: Discussions, mnemonics, songs
• Kinesthetic: Hands-on activities, role-plays
• Emotional: Stories, personal anecdotes
• Contextual: Realistic scenarios, on-the-job application

Chunk information. Break complex topics into smaller, manageable pieces. Use frameworks, categories, or step-by-step processes to organize information logically.

Provide spaced repetition. Instead of cramming all content into a single session, space out exposure and practice over time. This could involve:

• Microlearning modules
• Follow-up quizzes or exercises
• Refresher courses
• On-the-job application assignments

Leverage the testing effect. Incorporate frequent low-stakes quizzes and recall exercises throughout the learning process. This reinforces memory and helps learners identify knowledge gaps.

5. Capture and maintain attention by engaging the emotional "elephant" brain

If the elephant isn't engaged, the learner is going to have a heck of a time paying attention.

Start with why. Begin by clearly communicating the relevance and importance of the topic to learners. Appeal to both logic (the "rider") and emotion (the "elephant").

Use storytelling. Craft compelling narratives that illustrate key concepts and engage emotions. Stories are more memorable and relatable than dry facts alone.

Create curiosity gaps. Pique interest by posing intriguing questions or presenting puzzles that the upcoming content will solve.

Vary your approach. Combat "habituation" (tuning out) by changing up your methods:

• Mix media types (text, video, audio, interactive elements)
• Alternate between instruction and application
• Incorporate unexpected elements or humor (when appropriate)

Make it visceral. Where possible, create hands-on experiences or vivid simulations that engage multiple senses and emotions.

6. Design for knowledge retention through active learning and spaced repetition

The best way to support the continuation of a learned behavior is to give it some ongoing support.

Prioritize active recall. Instead of passive review, incorporate frequent opportunities for learners to actively retrieve and apply information:

• Quiz questions
• Case studies
• Teach-back exercises
• Problem-solving scenarios

Space out practice. Distribute learning and practice over time rather than massing it all together. This could involve:

• Microlearning modules
• Periodic refresh quizzes
• Follow-up assignments
• Spaced email reminders with key points

Provide elaborative rehearsal. Encourage learners to engage deeply with material by:

• Relating it to prior knowledge
• Generating examples
• Explaining concepts in their own words
• Applying ideas to novel situations

Create scaffolded learning experiences. Gradually increase complexity and reduce support as learners gain proficiency:

1. Fully guided practice
2. Partially guided practice
3. Independent practice with feedback
4. Real-world application

7. Develop skills through deliberate practice and targeted feedback

If you want learners to be able to problem-solve and deal with variation, they need to practice doing just that.

Design deliberate practice. Create structured opportunities for learners to repeatedly perform key skills with:

• Clear performance goals
• Focused attention on technique
• Immediate feedback
• Opportunities for reflection and refinement

Vary practice conditions. Help learners develop adaptable skills by practicing in different contexts:

• Simple to complex scenarios
• Common to rare situations
• Ideal to challenging conditions

Provide targeted feedback. Offer specific, actionable guidance on how to improve performance. This could involve:

• Expert coaching
• Peer feedback
• Self-assessment rubrics
• Video analysis of performance

Encourage metacognition. Prompt learners to reflect on their learning process:

• What worked well?
• What was challenging?
• How can they improve next time?

8. Address motivation gaps by demonstrating value and reducing friction

If it's too easy to follow the individual directions, then the learner won't learn.

Highlight relevance. Clearly communicate how the learning will benefit learners in their work and personal lives. Use real-world examples and testimonials from peers.

Create early wins. Design initial activities where learners can quickly experience success and see the value of their efforts.

Reduce barriers. Identify and eliminate unnecessary friction in the learning process:

• Streamline navigation and user interfaces
• Provide clear instructions and examples
• Offer support resources and easy access to help

Leverage social proof. Show learners that their peers value and use the knowledge/skills being taught.

Gamify wisely. Use game elements like points, badges, and leaderboards judiciously to increase engagement. Ensure these align with intrinsic motivations rather than becoming the sole focus.

9. Foster habit formation by embedding triggers and rewards in the environment

If it becomes automatic enough, it actually becomes easier to do it than to not do it.

Identify key habits. Determine which behaviors need to become automatic for optimal performance.

Create implementation intentions. Help learners plan specific "if-then" responses to situational cues:
"If [situation X occurs], then I will [perform behavior Y]."

Design environmental triggers. Embed reminders and cues in the work environment to prompt desired behaviors:

• Visual aids and posters
• Digital notifications
• Physical layout changes

Start small. Begin with tiny, easily achievable habits and gradually build complexity.

Provide immediate rewards. Create quick positive feedback loops to reinforce desired behaviors:

• Visual progress indicators
• Celebratory messages
• Small incentives

Track streaks. Help learners monitor their consistency in performing key habits over time.

10. Leverage social and informal learning to supplement formal training

Most of the learning in your organization probably happens outside the classroom.

Create communities of practice. Foster peer-to-peer learning by facilitating groups where employees can share knowledge and best practices.

Implement mentoring programs. Pair experienced employees with newer team members for ongoing guidance and support.

Encourage "working out loud." Create channels (digital and physical) for employees to share their work-in-progress and lessons learned.

Curate user-generated content. Empower employees to create and share their own job aids, tips, and how-to guides.

Leverage social tools. Use platforms like Slack, Microsoft Teams, or internal social networks to facilitate informal knowledge sharing.

Design for serendipitous encounters. Create physical and virtual spaces that encourage spontaneous collaboration and idea-sharing.

11. Optimize the environment to support desired behaviors and reduce cognitive load

Instead of trying to put all the knowledge into the learners' heads, try to figure out whether some of the knowledge can be put into the environment instead.

Conduct environmental analysis. Observe the actual work environment to identify barriers and opportunities for performance support.

Create effective job aids. Design easily accessible resources that reduce cognitive load:

• Checklists
• Decision trees
• Quick reference guides
• Searchable knowledge bases

Simplify processes. Look for opportunities to streamline workflows and eliminate unnecessary steps.

Leverage technology. Use software and tools to automate routine tasks and provide in-the-moment guidance.

Design for recognition, not recall. Where possible, present options for users to choose from rather than requiring them to remember specific information.

Optimize physical spaces. Consider how the layout and design of work areas can support desired behaviors and reduce distractions.

12. Evaluate learning effectiveness through observation and real-world application

Mainly what you learn from multiple-choice tests is how good the learner is at...taking multiple-choice tests.

Use authentic assessments. Evaluate learning through real-world tasks and scenarios that mirror actual job performance.

Conduct on-the-job observations. Watch learners apply new skills in their actual work environment to identify successes and areas for improvement.

Measure business impact. Track relevant performance metrics before and after training to quantify the impact on organizational goals.

Gather stakeholder feedback. Interview supervisors and team members to understand how the learning has affected job performance.

Implement longitudinal evaluation. Assess learning retention and application over time, not just immediately after training.

**Use technology for ongoing assessment

Last updated: September 9, 2024