Looking at all the things that are involved in creating an eLearning course could make you feel like your first step should be to “Give Up.” However, with these 12 steps, we break down the process into manageable chunks, which is a big part of what makes for a killer eLearning course design. Sounds good, right? Read through these steps, and soon you’ll have a good handle on what is needed and where to start to create your first eLearning courses.
When you go into a funhouse or corn maze, there are literally dozens of paths that you can try to take. What strategy do you take when trying to complete the course? Do you run as fast as possible, not caring how many wrong turns or dead ends you take? Do you develop a strategy and create markers for yourself, so you don’t backtrack? Do you set markers and have an idea of how far you have gone? These are all different choices that you make. Similar choices can be made when it comes to authoring an eLearning course. It can be overwhelming to actually sit down and create the course. However, there are tried and true steps to take before firing up that authoring tool and start designing an eLearning course.
At the beginning of their journey, eLearning and online training professionals need to find the “secret sauce” for what works best with learners. The following five helpful mantras provide refreshing ideas for creating eLearning courses that go beyond the conventional approach.
As an instructional designer, your primary goal is to develop effective eLearning courses. You should address the objectives for each lesson, use the correct instructional method to meet the needs of the learners, and ensure the content and all its related activities are meaningful and relevant. After all, adult learners are not interested in completing "busy work" with no real-world application toward achieving their academic goals.
Workplace learning used to be different. In the last decades, learning was considered just an event. People studied four-year careers only, pursued a job for life, and then retired. But times have changed—and today’s employees no longer see learning as a one-stop shop for a job. Lifelong Learning is now more important than ever. And that’s more true for Millennials and Gen Z workers than just about any other group. These are the modern learners who are vastly different temperamentally, attitudinally, and psychologically than their predecessors, the Baby Boomers.
Trainers and managers have known for decades that employees who are motivated to learn will more effectively consume training materials and perform better at their jobs. But what exactly motivates employees today? And what are the best ways that eLearning courses can impact and motivate modern learners, including millennials — a group that will make up more than half of the workforce by 2020? The truth is that people are motivated in different ways. It’s very tough to find a “one-size fits all” training solution that will meet the needs of your employees’ various personalities and personal drivers. However, eLearning and training professionals can consider these common sources of motivation to design engaging online learning experiences that keep students wanting to learn more:
Are your eLearning courses GREAT or just "good enough"? With so many poorly designed and written courses out there, it can make a mediocre design look decent. However, setting yourself by being one truly high-quality course producer means you’ll be in more demand, command better pay, and be more effective.
We all forget sometimes. But there is a pattern in our forgetfulness. We forget names and faces that we learned just a week ago, yet we remember characters from a movie that we had watched decades earlier. We forget the dates we had learned in history class back in school, but we remember all the details of a chemistry experiment from the same period. We forget some stories, but some others remain etched in our minds even years after we have read them. As an instructional designer, you want to decode this pattern. You want to know why people remember certain events and information and not others because you want your learners to remember what you teach. You want them to retain knowledge for the long term. That's our ultimate goal, right? Ensuring that learners remember the knowledge till the time they get the opportunity to apply it is critical for the success of your training program. But it is easier said than done. Also read: These Are The Reasons Why Learners Forget Your Training