Exploring Psychology, Neuroscience, And Cognitive Science’s Role In Instructional Design
Dr. Jerry Zandstra is the Senior Director of Learning at Ingenuiti. He has two master’s degrees and two doctorates and has been in the learning, training, and development space for over three decades. Today, he speaks with us about the learning sciences and why they are so essential to organizational success.
Why is it so critical to take cognitive science principles into account when developing eLearning experiences?
Cognitive science, the interdisciplinary study of mind and intelligence, provides insights into how people learn, process information, and retain knowledge. Ignoring these fundamental principles is like building a bridge without understanding physics and engineering—it might look good, but it won’t hold up under pressure. A few things to consider:
1. Understanding cognitive load theory helps us prevent overwhelming learners. In a fast-paced corporate environment, employees are already facing information overload. If an eLearning module presents too much new information, irrelevant distractions, or complex navigation, learners quickly experience cognitive overload. This hinders their ability to process, understand, and store new information in long-term memory, leading to poor retention and little to no transfer of learning to the job. By applying cognitive load principles, Instructional Designers can simplify content, chunk information, and reduce extraneous elements, making learning more efficient and effective.
2. Principles like the spacing effect and retrieval practice are vital for long-term retention. Unlike traditional, one-off training, corporate eLearning aims for lasting behavioral change. Cognitive science shows that learners remember more when information is revisited over spaced intervals (spacing effect) and when they actively recall information rather than passively re-reading it (retrieval practice). Incorporating spaced repetition quizzes, flashcards, or scenario-based recall challenges within eLearning ensures that knowledge isn’t just acquired, but embedded for sustained application.
3. Principles related to attention and motivation are key to engagement. In a multinational setting, learners face numerous distractions. Cognitive science informs strategies to capture and maintain attention, such as using multimedia appropriately (not just for decoration), incorporating interactive elements, and providing immediate, constructive feedback. Understanding intrinsic motivation helps designers create experiences that are relevant, challenging, and provide a sense of accomplishment, moving learners beyond mere compliance to genuine desire for growth.
By grounding eLearning development in cognitive science, learning leaders and Instructional Designers can create experiences that are not only user-friendly but also scientifically optimized for how the human brain actually learns, ensuring better knowledge transfer, skill application, and ultimately, a stronger, more agile global workforce.
What are some of the key sociological principles that should inform Instructional Design in order to create more impactful and inclusive learning solutions?
Effective eLearning extends beyond individual cognition to encompass the social dynamics of learning. For learning leaders and Instructional Designers in multinational companies, integrating key sociological principles into design is important for creating solutions that are not only impactful but also genuinely inclusive and equitable. Ignoring these principles risks creating programs that alienate certain learner populations, perpetuate biases, or fail to leverage the rich tapestry of experiences within your global workforce. Some overall things to consider:
1. Understanding cultural competence is vital. In a multinational corporation, learners come from a myriad of cultural backgrounds, each with distinct communication styles, learning preferences, and societal norms. A culturally insensitive eLearning experience can lead to misinterpretation, disengagement, and even offense. Incorporating principles of cultural competence means designing with awareness of diverse perspectives, using universally understood language and imagery, providing context for specific examples, and offering localized content where appropriate. This ensures relevance and resonance across different cultural contexts, fostering true inclusion.
2. Recognizing the impact of social learning theory and community of practice is crucial. Learning is rarely a solitary endeavor. People learn significantly from observing, interacting with, and collaborating with others. eLearning experiences that fail to build opportunities for social interaction and the formation of learning communities miss a powerful driver of knowledge construction and skill development. Incorporating features like discussion forums, collaborative projects, peer feedback mechanisms, and virtual breakout rooms allows learners to share insights, problem-solve collectively, and build professional networks, thereby enhancing engagement and deepening understanding.
3. Addressing equity and access from a sociological standpoint is nonnegotiable. While technological access is a consideration, sociological equity goes deeper, examining how power dynamics, historical disadvantages, and systemic biases might affect different groups’ ability to participate and succeed. This includes considering digital literacy disparities, language barriers, time zone challenges for synchronous activities, and ensuring content is free from stereotypes or assumptions. Designing for equity means actively working to remove barriers, providing flexible learning pathways, and championing diverse representation in all aspects of the learning material.
By intentionally weaving sociological principles into eLearning design, learning leaders can move beyond a purely individualistic view of learning. They can create solutions that are not just cognitively sound but also culturally intelligent, socially connected, and inherently equitable, leading to a more engaged, knowledgeable, and cohesive global workforce.
What role does behavioral science play in L&D, and how does it aid in real-world skill building?
Behavioral science, which combines insights from psychology, economics, and neuroscience, helps us understand why people make certain decisions and how to influence their actions. In L&D, this translates to designing experiences that don’t just present information but actively shape habits, reinforce desired behaviors, and remove barriers to applying new skills. Ignoring these principles risks creating programs that are intellectually stimulating but functionally ineffective; learners might understand concepts, but fail to implement them when it counts.
One cornerstone principle is reinforcement theory. Behaviorists have long demonstrated that behaviors followed by positive consequences are more likely to be repeated, while those followed by negative consequences (or no consequences) are less likely. In L&D, this means strategically designing positive reinforcement mechanisms within eLearning: immediate feedback, recognition for progress, gamified elements, or clear demonstrations of how applying a skill leads to a positive outcome (e.g., increased efficiency, better customer satisfaction). This moves beyond mere grades to create a reward system that motivates real-world application.
Another critical area is habit formation. Many critical workplace skills are essentially habits—consistent ways of approaching tasks or interactions. Behavioral science provides models for habit creation, emphasizing cues, routines, and rewards. L&D can leverage this by designing learning that breaks down complex behaviors into small, actionable steps, provides prompts or reminders in the workflow, and integrates opportunities for spaced, deliberate practice in realistic scenarios. This moves learning from a one-time event to an ongoing process of behavioral mastery.
Furthermore, understanding cognitive biases and nudge theory can significantly aid skill building. People often make decisions based on heuristics and biases, not purely rational thought. L&D can design “nudges”—subtle interventions that steer learners towards desired actions without coercion. This might involve setting default options for optimal choices, framing information in a way that highlights benefits, or leveraging social proof to encourage participation and adoption of best practices. By anticipating common pitfalls in human decision making, we can design learning environments that make the desired behavior the easiest and most appealing choice.
By embedding behavioral science principles into eLearning, corporate learning leaders can transition from merely informing to truly transforming their workforce. We can design programs that are not just cognitively engaging but also behaviorally effective, fostering the real-world skills and habits essential for navigating complex business challenges and driving sustainable organizational success. This strategic application of science elevates L&D from a support function to a critical driver of human performance.
What are some of the other learning sciences that Instructional Designers, corporate trainers, and L&D professionals need to consider?
Building on cognitive and behavioral sciences and the sociological principles we’ve discussed, there are several other key learning sciences that Instructional Designers, corporate trainers, and L&D professionals in multinational companies need to consider to create truly impactful learning solutions.
1. Educational Psychology
What it is: This broad field studies how humans learn in educational settings, encompassing cognitive, emotional, social, and developmental processes. It provides foundational theories of learning.
Why it’s crucial
- Constructivism: Emphasizes that learners actively construct their own understanding and knowledge of the world through experience and reflection. In L&D, this means moving beyond passive content delivery to creating opportunities for learners to explore, experiment, problem-solve, and build their own mental models through activities like simulations, case studies, and collaborative projects.
- Andragogy (Adult Learning Principles): Focuses on how adults learn best, recognizing they are self-directed, bring life experiences to learning, are goal-oriented, relevant-oriented, and task-oriented. Applying andragogy means designing learning that is problem-centered, highly relevant to their work, and gives learners control over their learning path.
- Heutagogy (Self-Determined Learning): Takes adult learning further, promoting learner autonomy, self-reflection, and double-loop learning (questioning underlying assumptions). In corporate L&D, this informs the design of learning experience platforms (LXPs), personalized learning paths, and fosters a culture where employees are empowered to identify their own learning needs and pursue them.
Real-world impact: Ensures learning methods are appropriate for adult learners, fostering deeper understanding and self-efficacy, rather than just rote memorization.
2. Neuroscience (Brain-Based Learning)
What it is: The scientific study of the nervous system and the brain, and how brain structure and function influence learning.
Why it’s crucial
- Memory and Retention: Neuroscience informs strategies like spaced repetition (revisiting information over increasing intervals to strengthen neural pathways), interleaving (mixing different topics to improve discrimination), and active recall (retrieving information from memory rather than just recognizing it).
- Attention and Engagement: Understanding how the brain processes stimuli helps in designing visually appealing, concise content, managing distractions, and incorporating novelty to sustain attention. It highlights the importance of emotional connection to learning.
- Neuroplasticity: The brain’s ability to reorganize itself by forming new neural connections throughout life means that continuous learning and skill development are always possible, reinforcing the value of ongoing L&D investment.
Real-world impact: Optimizes learning delivery to align with how the brain naturally learns, improving knowledge retention, skill acquisition, and transfer.
3. Human-Computer Interaction (HCI) / User Experience (UX) Design
What it is: An interdisciplinary field concerned with the design and use of computer technology, focusing on the interfaces between people and computers. UX design specifically focuses on creating user-friendly, efficient, and enjoyable experiences.
Why it’s crucial
- Usability: If an eLearning platform or module is difficult to navigate, confusing, or frustrating, learners will disengage, regardless of the quality of the content. HCI principles ensure intuitive interfaces, clear instructions, and logical flows.
- Accessibility: Goes beyond compliance to design for diverse needs (e.g., visual impairments, cognitive disabilities, non-native speakers), ensuring that all employees can access and interact with the learning content effectively.
- Engagement: A positive and seamless user experience contributes significantly to learner motivation and satisfaction, encouraging continued use of learning resources.
Real-world impact: Ensures that learning technologies are not a barrier but an enabler, making learning accessible, enjoyable, and efficient for a global, diverse workforce.
4. Cognitive Linguistics/Semiotics
What it is: How language structures thought and how meaning is made, including the study of signs and symbols.
Why it’s crucial
In a multinational context, language choice, metaphors, and cultural connotations of imagery are critical. What is clear and concise in one language or culture might be ambiguous or offensive in another. Understanding cognitive linguistics helps in crafting clear, culturally appropriate, and universally understood learning materials. Semiotics informs the effective use of icons, colors, and visual cues.
Real-world impact: Reduces miscommunication, enhances clarity, and ensures cultural sensitivity in global learning programs.
By drawing from this diverse tapestry of learning sciences, L&D professionals can move beyond generic training to craft highly effective, inclusive, and future-ready learning solutions that truly resonate with and empower their multinational corporate learners.
Wrapping Up
Many thanks to Dr. Jerry Zandstra, who was featured in our eLearning Trailblazers List, for sharing his insights on learning science and its role in creating impactful and meaningful L&D experiences. By downloading Ingenuiti’s eBook, you can learn more about cognitive science, psychology, sociology, linguistics, behavioral science, and consumer science, and how these diverse disciplines collectively enhance Instructional Design.
Last but not least, Jerry will be hosting a webinar with Dr. Keith Keating that covers how to bridge the gap between learning and business outcomes and demonstrate why learning contributes to both individual and organizational success.