In a recent conversation with Karl Kapp, professor of instructional design and technology at Commonwealth University, we explored a deceptively simple question: Why do corporate learning experiences so rarely start with action, especially when we know action is where real learning happens?
Karl has spent years advocating for a shift in instructional design. His latest book, Action-First Learning, pushes back on traditional approaches that begin with content dumps and passive objectives. Instead, he offers a model grounded in educational psychology and real-world application: start with purposeful action, support it with structured reflection, and build from learners’ lived experiences.
Learning Should Feel Like Riding a Bike
Karl’s inspiration comes from familiar sources: Dewey, Vygotsky, Piaget, Knowles. All emphasized learning by doing. “Nobody learns to ride a bike from a PowerPoint,” he notes. Yet, in many workplaces, that’s exactly what we ask learners to do – absorb complex content without context or interaction.
His alternative is both intuitive and evidence-based: begin with a trigger event that engages curiosity and prompts learners to act. This sets the stage for deeper knowledge acquisition and genuine reflection – the cornerstones of lasting skill development.
Watch the full recording of our expert webinar with Karl Kapp
The Three-Phase Model: Trigger, Apply, Reflect
At the heart of Action-First Learning is a repeatable cycle:
- Trigger purposeful action
- Apply and expand knowledge through experience
- Reflect to consolidate learning and identify improvement areas
It’s a model that challenges passive consumption and replaces it with engagement and ownership. And it works across formats, from e-learning to live training to self-directed study.
Why Play Belongs at Work
One of the most compelling parts of our discussion was Karl’s call to reintegrate play into professional development. “The opposite of play isn’t work,” he says. “It’s depression.”
Games, particularly card games, offer a low-barrier, high-impact entry point. They’re familiar, versatile, and subtly introduce behaviors like decision-making and collaboration. In one example, Karl described how a pharmaceutical sales team used a card game to transform dreaded role-plays into a dynamic, feedback-rich competition.
Designing for Diversity and Access
Action-first design isn’t a one-size-fits-all approach, of course. The book includes a full chapter on inclusivity, co-authored with a specialist, that suggests ways to adapt games and experiences for neurodiverse learners and accessibility needs. It’s a standout in a field that too often treats accessibility as an afterthought.
Using AI to Build, Not Replace, Good Design
Karl also addresses the role of AI. Rather than viewing it as a shortcut to content creation, he frames AI as a tool for designers – one that can help generate game rules, create branching scenarios, or visualize comics. But, as always, the human remains in charge. “AI accelerates content dumps,” he warns. “But have you actually done the thing?”
Getting Started with Action-First Learning
So, where should L&D professionals begin? Karl’s advice is clear: identify what learners need to do, not just what they need to know. Then build a learning experience around that action, not after it.
When faced with growing complexity and constant change, action-first learning offers a grounded, human-centered approach that honors the way people really learn.
Want to go deeper? Watch the full webinar to hear Karl Kapp break down practical examples, real-world case studies, and his favorite entry point for action-first design: the humble card game.
Explore the work of Karl Kapp…
Action-First Learning by Karl Kapp
The Gamification of Learning and Instruction by Karl Kapp
Microlearning Short and Sweet by Karl Kapp and Robyn A. Defelice
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