Let’s be honest—workplace learning has a reputation problem. Boring. Ineffective. Forgotten faster than yesterday’s lunch. But here’s the good news: it doesn’t have to be that way.
If you’re designing learning experiences (or wondering why yours aren’t landing), it’s time to go back to basics—first principles, to be exact.
What are first principles of instruction?
In the early 2000s, Dr. David Merrill asked a bold question: What actually works when it comes to teaching and learning?Not theories. Not trends. Just what gets real results.
After reviewing decades of instructional research, he found five golden threads running through the most effective learning experiences. Together, they form Merrill’s First Principles of Instruction:
- Problem-centred – Learning works best when it starts with a real-world problem.
- Activation – Learners need to connect new knowledge to what they already know.
- Demonstration – Show, don’t just tell. Clear examples beat abstract explanations.
- Application – Practice makes progress. Learners must do the thing, not just hear about it.
- Integration – Reflect, share, and apply new skills in real contexts.
Simple? Yes. Game-changing? Also yes.
Why it still works
While Merrill’s model has been around for over two decades, it hasn’t gathered dust. Instead, it’s been reinforced by a wave of contemporary research in learning science and cognitive psychology.
🔍 Recent meta-analyses, like the one by Schneider & Preckel (2017), show that active learning strategies—think application, reflection, and problem-solving—consistently outperform passive methods like lectures.
🧠 Studies in neuroscience (Immordino-Yang et al., 2019) back the role of emotion and relevance in learning—both baked into Merrill’s problem-first approach.
💡 And let’s not forget the corporate angle: research by Deloitte and LinkedIn Learning shows that learning with real-world context boosts engagement, skill transfer, and retention—three things your CFO actually cares about.
What this looks like in the wild
Let’s take it out of the textbook and into the workplace. Here’s how we apply first principles in real-world programs:
- Problem-centred: We kick off with real scenarios. Not case studies from 1994. Real, messy, “what-would-you-do” moments from your workplace.
- Activation: We surface what learners already know (and don’t) to tailor the experience. Think pre-work, reflective prompts, or even spicy Slack debates.
- Demonstration: Our learning is full of videos, stories, and guided walkthroughs—not 45-slide decks with graphs nobody understands.
- Application: Learners get their hands dirty. Interactive tools, scenario-based practice, and feedback loops are all part of the mix.
- Integration: We bake in debriefs, job aids, and nudges that help embed learning into the day job—not just the LMS.
The Hungry Minds take
We’re not here to reinvent the wheel. But we are here to make sure it spins like a dream.
Merrill’s principles are baked into everything we create—from micro-learns to immersive digital experiences. They guide how we design, coach, and deliver learning that actually sticks. Not just theory—but thoughtful, research-backed strategy.
So, if your training feels more “compliance checkbox” than “capability shift,” it’s time to go back to first principles.
TL;DR
Merrill’s First Principles of Instruction aren’t just a teaching relic—they’re the backbone of high-impact, learner-centred design. The latest research backs it. Our results prove it. And your learners will thank you for it.
