Instructional Design
Applying learning theory and design strategies to meet specific performance goals through the creation of instructional materials and formal learning experiences.
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What Do You Meme? Leveraging Gestalt Psychology for Engaging Instructional Design
In today’s fast-paced, media-rich world, memes have become a common form of communication, and their potential in instructional design is just beginning to be explored. This session will explore how memes, when combined with the principles of Gestalt psychology, can revolutionize the way we create and deliver learning experiences.
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Beyond Knowledge: Embedding Behavioral Change in Professional Development
Traditional professional development often focuses on delivering content, yet real impact comes from behavioral transformation. This session explores how learning design, neuroscience, and behavioral science can reshape professional development to create lasting change in workplace learning.
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Changing Mindsets! Replacing Teach-and-Quiz with Contextual Learning
Think about something you do exceptionally well at your job. How did you learn it? Chances are, you didn’t master that skill by attending a class, completing an online module, or passing a quiz. Instead, you probably learned by doing, making mistakes, receiving feedback, and improving as you solved real-life problems. In this session, Dr. Cristina Wildermuth and Kasper Spiro introduce the Contextual Learning Model and show how L&D professionals can lead mindset shifts and empower employees to teach through real-world problem-solving.
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Hands-On Learning: Applying Social Cognitive Theory in Leadership Training
Want to move beyond lecture-based leadership training? In this highly interactive session, you’ll discover how to apply Albert Bandura’s Social Cognitive Theory (SCT) to design programs and improve skill development and confidence-building in leadership training.
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Unlearning Learning: Brain Science, Better Design, and an AI-Powered Boost
Corporate training is due for a reset. Despite advances in brain science, many learning programs still cling to outdated assumptions and ineffective practices. In this highly practical session, we’ll unpack what needs to be unlearned in corporate L&D, explore the AGES model (Attention, Generation, Emotion, Spacing), and show how AI can support the application of evidence-based learning design without requiring you to become a neuroscientist or AI engineer.
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Transforming Learning with Impact: Designing Engaging and Adaptive Experiences
Many onboarding, HR essentials, skill-based training, and online courses fail to provide opportunities for learners to apply the knowledge and skills in their actual work environments. Learners frequently feel disengaged, overwhelmed, or trapped in a cycle of passive content consumption with few meaningful takeaways. This session introduces three evidence-based approaches to bridge this gap and ensure learning translates into practice.
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Blending Bloom’s & Mayer’s: Visual Design That Scaffolds Learning
Poor visual design impairs learners’ ability to absorb content. Learn what to do and what to avoid when creating slides that will scaffold learning.
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Designing Microlearning That Works: Applying Cognitive Load Theory in Practice
If we want microlearning to support performance (not just delivery speed) we need to design with the brain in mind. When content is shortened without strategic design, the result typically is not much more than cognitive overload.
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Soft Skills, Hard Results: Measuring the ROI of Human Skills Training
Designing for ROI with immersive or roleplay-based training can bring measurable performance improvement.
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Connecting Employee Performance With Capability-Driven Learning
You’ll learn how to extract capabilities from job descriptions, benchmark them with competency levels, and connect them to learning opportunities. We’ll explore available tools and frameworks to help you build capability frameworks without reinventing the wheel. You’ll walk away with a step-by-step process to implement capability-based learning in your organization and drive real performance improvement. […]