Okay, so your eLearning course is all wrapped up and ready to go – but what do you do now? Do you feel a strange sense of inertia? Like you should be doing something? You’re right. If you are creating eLearning programs at your company, this post is for you! There are five essential things to do after you’ve done with the development phase. Here they are:

Understanding the target audience is one of the cardinal rules of effective eLearning development. Knowing your learners helps you to shape your message in a way that's most likely to resonate with them. Also, having a thorough knowledge of your audience before you prepare your course, will help you to choose the appropriate informational material, figure out the most effective instructional strategy, design an audience-sensitive message, select the right media to transmit the message, and create a learning environment where learners feel supported.

Learning has deep roots in our emotions. Plato knew this 2,000 years ago, but it is only recently that neuroscientists have discovered conclusive evidence to support this premise. Science all along knew that emotions are triggered after the brain processes the information it receives. (We knew this too, from experience.) Now a revolutionary study by Dr. Shlomo Wagner of the University of Haifa has proven that a person’s emotional state directly influences how his/her brain processes information. Emotions are either pleasant (positive) or unpleasant (negative). When a person experiences positive emotions, the person learns well. When the person experiences negative emotions, the learning is not so effective. According to Dr. Wagner, the brain responds differently to different emotions.

Traditional LMS's are a major limitation on the amount of data to be analyzed for decision-making. However, thanks to technological advances, companies now have a unique opportunity to improve their eLearning programs and the learning experience of their employees. Enter the world of Big Data. The use of Big Data allows you to get an unparalleled perspective on the performance of each employee, their difficulties, and what attracts them most, among other things. In this article we will explain what Big Data is, what its benefits are, and how it can be used in eLearning, to maximize the impact of your training programs.

Unless you have a phenomenal photographic memory, chances are you struggle to remember things and wonder how you can make information stick better. The answer? PAY ATTENTION! When you pay attention, you are far more likely to retain that information. This also applies to the learners you design eLearning courses for. Effective eLearning course design starts with understanding the science of attention. Neglecting this important step makes the difference between learner’s remembering your content for a few minutes, hours, or a lifetime. Try some of these techniques for getting learners’ attention from the get-go:

Even more than other types of education, eLearning must struggle to attract learners' attention: the Internet is full of distractions, and adult learners are both busier and free to indulge in distractions. Helping students to pay attention is a primary concern of training professionals, so here are some optimal methods to win the attention game.

Malcolm Gladwell, author of ‘Outliers’ says that to truly master something takes 10,000 hours of practice. That’s a long time. But while Gladwell is probably not too far off the mark, we’d add one small caveat: 10,000 hours of practicing the right way, with the right foundations. So we’ve put together the 10 commandments eLearning professionals must follow to see their courses be a success. Take these rules, incorporate them into your eLearning, and get busy mastering your craft.

We have access to virtually unlimited information at our fingertips these days. Sound instructional design takes all of this information that is whizzing by in all directions and creates structure around it. This structure focuses on concepts consistent with how people learn. Traditionally, this occurred through macro learning opportunities like classes, degrees, and classroom training programs. Advancements in technology have allowed two disruptive innovations to emerge: Microlearning and Personalized Learning. These developments are of interest to learning leaders and L&D professionals who aim to equip their employees with the most relevant information while reducing the time, and ultimately money, that is spent on workforce development. At the same time, employees are looking for ways to engage in asynchronous instruction that is tailored to their current knowledge and builds towards complete mastery.