SHIFT's eLearning Blog

Our blog provides the best practices, tips, and inspiration for corporate training, instructional design, eLearning and mLearning.

To visit the Spanish blog, click here
    All Posts

    Flexibility and Fun in your eLearning courses

    This morning I had to give a ½ hour "class" on my son's Pre-K class.  I had planned to talk about Volcanoes, one of my son's favorite topics.  After some Google search, I decided to create a baking soda and vinegar volcanic eruption.  Last night, after buying all materials and some testing, the experiment didn't work as expected.  No big eruption, nothing that would capture their attention in class.
    So it's 9pm, 11 hours before class, tired and clueless.  Then it flashed on me:  why not create a mini eLearning course for the kids, show some animations, some videos, some games.  Something fun.   After some experimentation, the eLearning course looks like:

    eLearning games
      1. Intro screen: Robot avatar greets the kids:  I had him say all their names, so kids we're amazed that the robot actually new all of them.
      2. Preloaded screen cat: explains we're going to play a game,  my 8 year old helps me record the audio before breakfast this morning.
      3. Butterfly metamorphosis game:  three kids volunteer to help the cocoon become a butterfly.  They're successful.
      4. Preloaded screen dog:  introduces the next game. 
      5. Card discovery game:  they have to help the animal "mother" find their missing animal "babies".  All the kids want to play.  Three of them flip the cards and win. 
      6. Rescue the princess game:  two more kids help the knight rescue the princess, answering some questions on the physical states of water
      7. Scenario builder:  I have my 8 year old's daughter's "avatar" take the kids from her bedroom, getting ready for class, breakfast, class and finally a "sing along" counting game.  6 or 7 scenes.
      8. Rally game:  the red team and the blue team compete to win the gold cup.  The blue team wins by a wide margin.
      9. The cat closes up the session.  My 6 year old records the audio this time.
    In the end, a 25 minute class, run by the kids and the computer.  Takes me 2.5 hours last night and 10 minutes recording with my daughters this morning.

    Once more, SHIFT's eLearning courses promise of rich media, interactive, highly engaging yet very quick eLearning development holds true.

    I leave the mini eLearning course at school, the kids want to play again…
    Karla Gutierrez
    Karla Gutierrez
    Karla is an Inbound Marketer @Aura Interactiva, the developers of SHIFT. ES:Karla is an Inbound Marketer @Aura Interactiva, the developers of SHIFT.

    Related Posts

    The Smarter Training Roadmap for 2026

    If January has taught us anything, it’s that the "Content Factory" era is officially behind us. Throughout this month, we’ve explored a single, driving truth: In 2026, the measure of L&D success isn't how much we build, but how well we support business execution. We started the year by asking a hard question: Is your training busy, or is it effective? We looked at why organizations are stripping away the complexity of EdTech to focus on what matters, ecosystems that reduce development time and personalized journeys that actually stick. We also introduced the concept of Microlearning 3.0, powered by AI tools like SHIFT Meteora, which moves beyond simple "short content" to deliver AI-driven performance support directly in the flow of work. As we wrap up our focus on Smarter Training for Better Business Results, let’s distill these insights into a final roadmap. Here is how you can ensure your team doesn't just "do" training this year but drives the kind of data-driven results the C-Suite celebrates.

    Ultra-Short Tip: How to Turn Training into Results (Without Creating More Courses)

    In previous articles, we saw that training no longer competes for "more content," but for better execution. The next step is moving from "delivering learning" to "activating performance" at the exact moments where the business wins or loses. In 2026, the problem isn’t a lack of training. The problem is that, even with training, execution remains inconsistent: everyone solves problems "their own way," errors are repeated, and results depend on who handles the case. Smart training shifts the focus: it doesn't design to cover topics; it designs to standardize critical decisions that drive business KPIs.

    Smart Training in 2026: Learning That Impacts Results

    In 2026, training stops being measured by completed courses and starts being measured by execution. Organizations achieving real impact don’t train by topic: they design learning around the critical moments where decisions are made, errors happen, and business results are defined. The Real Problem L&D Faces Today In this new stage of L&D, the conversation no longer revolves around “what course is missing,” but around a much more relevant question for the business: