E-Learning Course Design

Most learning experiences fail. Not because they lack content. Not because they aren’t engaging. But because they confuse motion with action. - Learners finish an interactive course—but can’t apply a single concept. - Employees earn certifications—but their performance stays the same. - Teams attend workshops—but nothing changes in how they work. Your beautifully designed courses might be keeping learners busy without moving them forward. The difference between motion and action explains why so many well-designed learning experiences fail to create real change. Motion 🔄 vs. Action 🛠️ in Learning Design Motion is consuming information—watching videos, reading content, clicking through slides. Action is applying knowledge—practicing skills, making decisions, solving problems. Motion FEELS productive. Action IS productive. ❌ What doesn’t work: - Content-heavy modules with no real-world application - Knowledge checks that test memory, not mastery - Gamification that rewards progress, not proficiency - Beautiful interfaces that prioritize scrolling over doing ✅ What works instead: - Micro-challenges that force immediate application - Project-based assessments with real-world constraints - Deliberate practice with quick feedback loops - "Demo days" where learners publish/present their work 3 Common Motion Traps 🪤 1️⃣ The Endless Content Cycle Overloading learners with information but giving them no space to apply it. A 40-page module doesn’t drive change—practice does. 2️⃣ The Engagement Illusion Designing for clicks, badges, and completion rates instead of real skill-building. Just because learners show up doesn’t mean they’re growing. 3️⃣ The Passive Learning Trap Building "Netflix for learning" experiences that entertain but don’t transform. Learning feels good—but does it change behavior? What to Do Next? 💡 - Audit your learning experience. Calculate the ratio of consumption time vs. creation time for your learners. - If learners spend more than 50% consuming, redesign for action. The best learning designers don’t create the most content. They create the most transformation. Are you designing for motion or action?

Spoiler alert: Forcing learners to view everything doesn’t improve learning.... It just teaches them how to click faster. You’ve built the slide in the course. -> Five hotspots on it. -> Next button locked. -> No progress unless they clicked every item. You tell yourself: All the 𝘤𝘰𝘯𝘵𝘦𝘯𝘵 𝘪𝘴 𝘪𝘮𝘱𝘰𝘳𝘵𝘢𝘯𝘵. 𝘛𝘩𝘦𝘺 𝘯𝘦𝘦𝘥 𝘵𝘰 𝘴𝘦𝘦 𝘪𝘵 𝘢𝘭𝘭. 𝘛𝘩𝘪𝘴 𝘬𝘦𝘦𝘱𝘴 𝘵𝘩𝘪𝘯𝘨𝘴 𝘰𝘯 𝘵𝘳𝘢𝘤𝘬. But here’s what 𝘁𝗵𝗲 𝗹𝗲𝗮𝗿𝗻𝗲𝗿 𝘀𝗲𝗲𝘀: Click. 𝘊𝘭𝘪𝘤𝘬. Click. 𝘕𝘦𝘹𝘵. This is not engagement. This is task completion. It's 𝗳𝗼𝗿𝗰𝗲𝗱 𝗰𝗼𝗻𝘁𝗿𝗼𝗹. 𝘈𝘯𝘥 𝘩𝘦𝘳𝘦’𝘴 𝘵𝘩𝘦 𝘱𝘳𝘰𝘣𝘭𝘦𝘮: Forced control doesn’t drive better learning. It drives frustration. Boredom. Fake interaction. You’re not guiding the learner. You’re micromanaging their experience. 𝗥𝗲𝗮𝗹 𝗲𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁 doesn’t happen because we lock content behind conditions. It happens when people choose to stay curious. 𝘎𝘳𝘦𝘢𝘵 𝘮𝘢𝘳𝘬𝘦𝘵𝘦𝘳𝘴 𝘢𝘭𝘳𝘦𝘢𝘥𝘺 𝘬𝘯𝘰𝘸 𝘵𝘩𝘪𝘴. • They use clear headlines to spark interest • They guide you with story, not rules • They give freedom but design every part to pull you forward That’s what we need more of in e-learning. That’s what 𝗱𝗲𝘀𝗶𝗴𝗻𝗲𝗱 𝗳𝗿𝗲𝗲𝗱𝗼𝗺 looks like. 𝘚𝘰 𝘩𝘰𝘸 𝘥𝘰 𝘺𝘰𝘶 𝘢𝘱𝘱𝘭𝘺 𝘵𝘩𝘪𝘴 𝘪𝘯 𝘢 𝘚𝘵𝘰𝘳𝘺𝘭𝘪𝘯𝘦 𝘩𝘰𝘵𝘴𝘱𝘰𝘵 𝘴𝘭𝘪𝘥𝘦? Instead of locking the Next button: • Use hotspot titles that generate interest • Let learners explore the content in any order • Add a reflection prompt or mini-question after each hotspot • Wrap the slide with a clear call: Ready to move on, or explore another? No locks. No traps. Just clever design with a clear path. This approach doesn’t mean less structure. It means more intention. It means trusting the learner and designing content that earns their attention. Design freedom isn’t about letting go of control. It’s about using design to earn it back.

I developed my first eLearning course in 2003, and I really didn’t know what I was doing. Before that, I was in instructional design writing storyboards, but I always handed it off to a developer. They loved my designs for courses and learning games. As a team, we would produce really cool things. But building it myself was daunting when I first tried. I thought about this recently when someone asked how an ID without much eLearning experience could learn. Back then, I just jumped in because I had to after starting a new job. I studied others’ work. I frequented industry blogs. I tried things in the authoring tool (Lectora then, though we are mostly Articulate now). I steadily improved, and people started coming to me for help. As I learned new tools, sometimes I attended workshops to get official training. Other times, I just dove in and figured it out myself. Whichever method works best for you, I recommend taking advantage of what's freely available online. Here are some suggestions below. As you get into it, you will discover many, many more. Most authoring tools have online help forums and how-to blogs. Articulate, for example, offers like a gazillion free templates. Tim Slade posts daily with advice and tips for new eLearning designers. Devlin Peck posts more technical how-tos for developers upskilling. Alexander Salas is constantly evaluating new tools. Be sure to check out his recent video on ScreenPal vs. Camtasia. The Learning Guild has different subscriptions. The free level still provides some good resources. And, of course, there is AI. Ask your tool of choice for step-by-step instructions when you need them. IMO, the directions provided are not always accurate, but it does help. If your company is working with an L&D agency team like mine, Integrated Learning Services, Inc. (ILS), you can also ask them about offerings. For example, one of our clients asked us to lead webinars with their internal team. We talk through how we construct certain projects and answer questions related to their own work. We’re developing more complex courses for them now while they learn. Soon, they’ll take on all development themselves. To experiment yourself, Articulate has the eLearning Heroes challenges. iSpring Solutions did its own competition recently; check out Cara North's post on a current iSpring offer. Tim runs challenges too. Look at others' entries in the challenges and at different portfolios and samples. You can learn a lot. There are also several developers on here actively posting about live projects, like Nejc Žorga Dulmin, Melissa Milloway, Phil Mayor, Emma Berry, Natalia Vostretsova 🤓, Amy DeMarco, and more. I also weave in examples of my team’s projects among my posts each week, in addition to other related info like estimating projects, typical timelines, working with SMEs, etc. These are just some of the resources available to you. Pick a place and jump in. That’s how most of us learned, and you can too.

Monday Accessibility Tip for e-Learning and online course design. 💡 Make sure learners can move through content in a logical, consistent order using just the keyboard. This includes modules, lessons, videos, and quizzes. Why It Matters: Keyboard users, including those using screen readers, depend on a predictable flow of information. Disorganized tabbing or unexpected jumps can make learning frustrating or even impossible. What You Can Do: 🔍 Use proper heading levels (H1 for titles, H2 for section headers, etc.) Ensure the tab order follows the visual reading order. Test embedded tools for consistent keyboard navigation. Bonus: ⭐ Include learners with disabilities in your testing phase. Before launching a new course, invite a screen reader or keyboard-only user to test the experience. Their feedback can highlight real-world barriers you might have missed, and improve usability for everyone!

How to create learning materials that actually stick. Richard Mayer's principles are the secret sauce. 🧠💡 Most eLearning falls flat. Here's how to fix that: 1. Dual-channel processing → Combine visuals + audio → Don't overload one channel 2. Less is more → Cut the fluff → Focus on what matters 3. Highlight what's important → Use cues (bold, arrows, etc.) → Guide learner attention 4. Words + pictures > words alone → But don't repeat on-screen text → Let visuals do the heavy lifting 5. Keep it close → Text near relevant graphics → Reduce cognitive load 6. Timing is everything → Sync words and visuals → Present simultaneously 7. Bite-sized is best → Break content into chunks → Let learners set the pace 8. Build a foundation → Intro key concepts first → Then dive deeper 9. Audio > on-screen text → Free up visual processing → Use narration wisely 10. Keep it conversational → Ditch the corporate speak → Talk like a human 11. Human voice wins   → Skip the robo-narration   → Connect with your audience 12. Images aren't always the answer   → Only use if they support learning   → Don't add visual clutter Master these principles: ↳ Boost engagement ↳ Improve retention ↳ Generate real results What's your go-to strategy for creating sticky learning?

Bloom’s Taxonomy is your best friend when designing courses with AI. (Not because it’s trendy, but because it keeps you focused.) The real question isn’t “What content should I add?” It’s 👉 “What should the learner be able to do after the course?” And no — the answer isn’t always “create” or “analyze.” Sometimes the goal is: ↳ Understanding. ↳ Recognition. ↳ Recall. That’s totally fine when the course is about orientation, not transformation. Here’s what to do once you’ve clarified the level — with your client (not ChatGPT 😉): 1️⃣ Refine your learning objectives ↳ Use AI to align them with the right cognitive level. 2️⃣ Generate assessment ideas ↳ Ones that actually measure what matters. 3️⃣ Select learning formats ↳ That help learners reach that level (not just “make a video”). (Pro tip: I like starting with assessments. You can totally flip 2 & 3.) 📌 Use the infographic as your co-pilot checklist. It helps you steer AI back when it veers off track. (Spoiler: It will.) 💡 AI doesn’t replace your thinking. It just makes execution faster, once the thinking is done.

Anyone can pass a quiz. But can they apply what they learned a week from now? Or on the job when it matters? That’s the difference between learning and learning transfer - and it’s the true test of effective instructional design. Here’s how we support it: ✅ Align the course with real performance goals ✅ Create space for application during learning (not just after) ✅ Include job-relevant scenarios with multiple outcomes ✅ Reinforce key concepts after the course ends; reminders, coaching, nudges ✅ Design for memory + motivation (spaced repetition, rewards, feedback) Learning transfer doesn’t happen by accident. We have to design for it on purpose. 💬 What’s one thing you do to make sure learners apply what they learn? #InstructionalDesign #LearningTransfer #PerformanceSupport #LXDesign #LearningThatSticks #IDOLAcademy

As Promised: My dive into NISP SP 800-501r - Building a Cybersecurity and Learning Program. I read all 87 pages (it's actually a very quick read), and I have some initial thoughts/commentary. When I initially read the first few pages, my initial thought was - hmm... this sounds a lot like ADDIE. And then, as a read further, the guidance indicated that this document heavily leveraged the ADDIE framework. I noticed that it followed a similar structure. It starts with analysis of cybersecurity and privacy needs, then moves into design and development of learning materials, followed by implementation in the workplace, and finally emphasizes evaluation through metrics to ensure effectiveness. It’s a solid blueprint for creating a learning program that actually makes a difference! 🌝 Part 0: ADDIE are you ok? Let's have a briefer on the ADDIE instructional design framework. ADDIE is a tried-and-true framework used in instructional design to create effective learning programs. It stands for Analysis, Design, Development, Implementation, and Evaluation—essentially the step-by-step process for creating training that actually works. 📶 Analysis: First, you figure out the learning needs. What skills or knowledge gaps are there? Who is the audience? This phase is all about understanding the problem you're trying to solve. ✍ Design: Based on the analysis, you design the learning program. This includes figuring out the content, the structure, and how it will be delivered—whether that’s through videos, e-learning modules, or in-person training. 🎓 Development: Now, it’s time to create the actual content. This is where materials like slides, videos, quizzes, or interactive exercises get built. 🔊 Implementation: This is the roll-out phase. You launch the training, whether it’s an online course, a workshop, or a webinar, and start engaging your learners. 🥇 Evaluation: Finally, you assess how well the training worked. Did people learn what they were supposed to? Did it improve behavior? This step is crucial for continuous improvement. It's also important to note that ADDIE is only one of many instructional learning frameworks. It's older, and frankly, there are more agile-learning learning frameworks that you can use to create/design training. Here are some alternative frameworks and tools/books that I've used in the past: 1. SAM (Successive Approximation Model): SAM is faster and more flexible than ADDIE, with frequent iterations and feedback. Best for fast-paced projects needing quick adjustments. 2. Merrill’s First Principles of Instruction: Merrill's focuses on skills-based real-world problem-solving. Best for technical training. 3. Cathy Moore's Action Mapping: Focuses on actions and performance outcomes, trimming unnecessary content. Best for direct performance improvements. 4. Design Thinking for Learning: Creative, user-centered solutions puts learners first. Best for innovative and highly engaging learning experiences.

I've seen thousands of Canvas courses. Here's what the best have in common: Welcoming: The top 1% of Canvas courses look nice. While they may not be professionally designed, they are simple, welcoming, and easy to use. - "Start here" button on the home page - Thoughtful navigation - Descriptive course banner or title header - A unique course card. Accessibility through #UDL: A good course is accessible, but an excellent course leverages the principles of Universal Design for Learning to ensure that all students can succeed while truly loving the experience. User Experience for Learning: User experience is a mix of design and psychology that helps to optimize frictionless learning. - Icons to facilitate scanning - scaffolding and strategic review Anything that saves the cognitive load for the content. It's incredible on mobile: Around 15+% of students will access from a phone, and half of those will be using dark mode. An excellent course will be a pleasure for all, regardless of their device preferences. - Use flexible layouts and collapsible columns - Hide supplemental content content in drop-downs - Mobile-first design principles The Goldilox principle - Too much content and learners will miss key details and skim - Too little content, and the detail needed to succeed is jeopardized. The top 0.1% of courses take advantage of personalized learning, so students get the content they need as soon as they need it. I've seen this in Mastery Paths, branching, hyperdocs, and text-based adventures. What are some features you've found in the best courses?