FKA Principles for
Learner-Centered Instruction

FKA’s Instructional Systems Design Methodology is the leading workflow for developing learning. While following the methodology, FKA’s best practices apply key principles to promote learner-centered instruction and workplace learning.

Three Steps to Learner Centered Instruction

Variety Interaction Visuals Examples (VIVE)

Within the Systematic Learning Process, the “VIVE” principle influences the design and delivery.

Principles for Learner-Centered Instruction

Adult Learning Principles (ALPs)

A best practice is to ensure the learning program respects adult learners. There are many adult learning principles, but based on experience FKA ensures all learning programs we design or deliver respect these key principles.

Adults Must

  • have a reason to learn
  • be involved in the learning

Adults Learn

  • by building on experience
  • by doing
  • at different rates
  • in different ways

Adults Need

  • a variety of methods and media
  • a meaningful program
  • a safe environment

Adults Appreciate

  • constructive feedback
  • an informal environment
  • being treated with dignity and respect

Bridging, Transfer & Sustainment Strategies

The final element required to promote successful learning is the development of bridging, transfer, and sustainment strategies designed to support and maximize the learning program.

The bridging strategy helps learners to move from the end of learning performance level to the required job performance level. The bridging strategy recognizes the need to have an explicit plan and set of activities to be completed back on the job, following the formal learning program. The strategy should include an assessment plan to determine when the performance objective/goal has been met.

A learning transfer strategy helps learners transfer what was learned in the formal learning program back to the job. It occurs when the knowledge and skills gained in the program are applied in the work environment and refined through planned practice and feedback. A transfer strategy engages the learner and their manager through discussions before, during and after the formal learning program. The focus of the discussions is to identify reinforcement activities and to eliminate or reduce barriers that will inhibit the use of the new knowledge and skills.

A sustainment strategy maximizes the learning transfer strategy and supports optimal outcomes. Sustainment activities help the learned behaviour “stick” for the long haul. After learners have had the opportunity to practice their new skill and knowledge back on the job, they meet online or in-person to discuss key concepts from the program and share their experiences with successes, challenges, and best practices.