What Are The Instructional Design Principles?

Ever sat through a training session that felt like watching paint dry? We’ve all been there. In a world where attention spans are shorter than ever, how can we make the learning process not just effective, but actually enjoyable? 

Enter instructional design–the secret sauce to transforming lacklustre lessons into dynamic active learning experiences. 

Effective instructional design helps bridge the gap between what needs to be taught and how learners actually absorb information, ensuring that training sticks and skills are applied on the job. 

But what are the core instructional design principles, and how can you start incorporating them into your learning programs? 

What is instructional design? 

Instructional design is the systematic creation of educational experiences to make learning efficient, effective, and engaging. It involves analysing learner needs, designing a structured plan, developing learning materials, implementing the solution, and evaluating its success. 

Find out more about what instructional design involves. 

Educational researcher David Merrill developed five principles of instructional design that create effective learning experiences. Let’s explore them. 

The principles of instructional design

1. Problem-centered

The problem-centered principle is all about getting learners to dive into real-world problems. Merrill believes that learning sticks best when students tackle practical, relevant issues head-on. Think of it as learning by doing, but with real stakes and real rewards. 

Why is it so important? Problem-solving real issues is like giving learners a sneak peek into the future. It shows them why what they’re learning matters and how to use it when it counts. This approach doesn’t just make lessons stick; it makes them unforgettable. When learners see the direct impact of their knowledge, they’re more motivated and engaged. 

Examples of problem-centered learning include: 

• Marketing teams: Allow your marketing team to create campaigns based on real market conditions, crafting strategies that could launch tomorrow. 
• Sales training: Give sales reps role-play scenarios with potential clients using real customer profiles and feedback, prepping for high-stakes conversations. 
• Project management: Project managers can navigate simulated projects that mimic real, complex initiatives, facing the same challenges they’ll encounter in the field. 

2. Activation

The activation principle is all about warming up the brain before hitting it with new information. Merrill champions the idea that learning works best when it builds on what learners already know. 

Tapping into prior knowledge sets a solid stage for new learning. When learners link new concepts to familiar ones, it’s like finding the missing pieces of a puzzle. 

Some examples of activation at work might be:

• Corporate training: Start software training with a discussion about current tools and experiences. 
• Sales training: Begin workshops by sharing participants’ best sales techniques and successes. 
• Project management: Reflect on past projects to discuss what worked and what didn’t, preparing for new material. 

3. Demonstration

The demonstration principle is about showing, not just telling. Learners need clear, concrete examples of new concepts in action. It’s like watching a cooking show before trying a new recipe – seeing it done makes it easier to replicate. 

Demonstration is crucial because it turns abstract ideas into tangible actions. When learners see new skills or knowledge demonstrated, they get a clear picture of how to apply them. This visual and practical insight boosts learner understanding and retention, making the learning process a whole lot smoother. 

Examples of effective demonstration at work might be: 

• Customer service: Have an expert demonstrate best practices with live examples of handling difficult interactions. 
• Sales: Using video case studies to show successful sales techniques in action. 
• Project management: Conduct live walk-throughs of project managements software to show setup and management from start to finish. 

4. Application 

This is where practice comes in. Learners need to roll up their sleeves and get their hands dirty. It’s like learning to ride a bike – you have to hop on and pedal to really get it. 

Application turns theory into action. When learners put new skills to use, they reinforce what they’ve learned and build confidence. This hands-on experience is crucial for truly mastering new knowledge and making it stick. 

What might this look like? 

• Financial training: Employees create financial reports and forecasts using real company data. 
• Customer service: Employees practice new techniques through role-playing exercises. 
• Leadership training: Aspiring leaders lead small team projects to practice decision-making, delegation, and team management. 

5. Integration

Integration ensures learners can take what they’ve learned and apply it to their everyday work. Learning truly takes hold when new knowledge is integrated into real-life contexts. It helps learners cement what they’ve learned and see its relevance. When learners incorporate new skills into their daily routines, they’re more likely to retain and use that knowledge effectively. You can then assess performance and encourage learners to continue upskilling. 

This might look like: 

• Financial training: Employees use new analysis techniques new analysis techniques in regular reports and discuss improvements in reflection sessions. 
• Customer service training: Reps can practice new communication skills in daily interactions and share tips in team meetings. 
• Leadership training: New leaders lead meetings or project, reflecting on experiences and seeking team feedback for continuous improvement. 

Ready to transform your training programs?

At MCI Solutions, we specialise in making learning engaging and effective with proven instructional design principles. From custom eLearning solutions to project management, we tailor our instructional strategy to meet your unique needs and learning objectives. 

Contact us today to see how our expertise can provide new opportunities for learners and improve your learning and development strategy.