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    8 Signs You Were Meant to Be An E-Learning Designer


    Whether you’re an aspiring eLearning designer or a seasoned pro with years of experience, there are some key characteristics that predispose people to succeed at this industry, and we’ve listed them here. 



    B2_Signs-you-were-meant-to-be

    1. You have a little OCD...and that's a good thing! 

    One person’s definition of OCD is another person’s path to artistic brilliance, also known as attention to detail. While friends and loved ones may deem you a nitpicky perfectionist who focuses on too many little things, you know that you are actually just very good at spotting what needs to be paid attention to. 

    Non-creative types might note that a design “looks nice” but they don’t know it takes an astute eye to know how to make it look that way, to know what needs to be shifted half an inch one way or the other, to bold, to italicize, etc.

    2. You're so thick-skinned, you might be part rhino.

    To be a designer you have to be able to take the good, take the bad, take them both and come up with the facts of design or something like that. You will get advice, criticism and suggestions from every angle when you create something and not all of these things will be nice and some things won’t even be helpful. By being thick-skinned and not taking things too personally you will be better able to weed out the constructive criticism from the baseless garbage.

    Worried your skin isn’t up to the challenge of criticism? Read some advice on how to live with criticism and get a thick skin here.

    3. Constraints lead to creativity and you know it. 

    Contrary to popular dogma, creativity is not fostered purely by the freedom to do anything you want or the vastness of a blank page.  As a eLearning designer you will find that your best ideas come when solving problems that seem to have dozens of constraints. Embracing these restrictions for the opportunities and creative building blocks that they are will set you apart from anyone who looks at them as insurmountable obstacles.

    If you’re still not sold on the idea of constraints consider the idea that if you have an unlimited budget and free range to do what you want, wouldn’t it always seem like you’re not doing enough? Wouldn’t it feel harder to even come up with an idea in the first place because you don’t have anything to build upon?

    4. Clearly, you're obsessed with clear communication. 

    If anyone has ever told you to make something “jazzier” or “just a smidge more…more” and you wanted to maybe smack that person for it, then you might be obsessed with clear communication. As a designer you will often find yourself fighting to not only communicate your ideas but to gather information from SME’s who aren’t very well versed in what design is and should be. 

    It is, essentially, your job to take a client’s ideas and make them translatable to the screen, satisfying good design requirements along with communicating ideas that some clients might not even know how to express. Along with a need to untangle the web of miscommunication, a good eLearning designer is obsessed with order and making things fit into place by simplifying complicated things, revealing connections and tying up loose ends.

    This communication is key because an eLearning designer seldom works alone. You will interact with different individuals to ensure effective content creation and will find yourself speaking with subject matter experts, graphic designers, programmers and possibly the client on a daily or near daily basis.

    5. If you were a superhero your name would be The Synthesizer!

    OK, awesome superhero names aside, as a good designer one of your best talents is bringing a lot of elements together to form a cohesive, effective design. You can identify key messages and narrow content to make a molehill out of the mountain of information. You rock at efficiency and making the hard stuff look easy.

    6. You got 99 problems, but solving them ain't one! 

    Are bad layouts and overly complicated directions kind of like your arch enemies? If you have a need to fix things or make them better then you are likely a natural problem solver and a good eLearning designer. As a creative person who also has to deal with tons of non-creative restraints you need to be able to solve problems outside of the proverbial box. Obstacles will always be around you when working on a project but being the type of person who wants to solve issues versus avoiding them or seeing them as impossible makes you an ideal designer.  You will often find, too, that being able to do the same thing in a different way will let you get out of many difficult design problems. And being able to solve things creatively and consistently will likely give you the staying power you need to keep up with design throughout your career.

    7. You think simply, but you're not simple. 

    If you like simplicity and, more importantly, making difficult things sound simple you have the potential to be a pretty awesome eLearning course designer. You will constantly be called on to break down complex directions and material into smaller, more manageable chunks. Because, at the end of the day, your job is about making information ordered, accessible and easy to understand.

    8. You are your own best teacher. 

    Technology for eLearning such as software, learning management systems and project management programs are ever changing and the best designers are the ones who are constantly learning, growing and improving to keep up with those changes and find what works and what doesn’t. As a self-learner you stay on top of developments in the fields of instructional design, education, psychology (especially if your work revolves around a specific target population), and issues affecting today’s business climate.  If you aren’t already doing it, set aside time specifically to learn new things about your craft which will keep you viable throughout your career. 

    If a few of the traits above are clearly visible, chances are you really were born to be in this industry! 


    writing strategies 1

    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.

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    Before Using AI to Create eLearning, Ask These Questions

    What’s the first thing you do when you’re about to create a new eLearning course? Do you jump right into the eLearning tool, or maybe think that with AI, most of the work is already handled? If you’re leaning toward the latter, here’s a little secret: while AI is powerful and technology makes things faster, they’re no substitute for the clear strategy you and your team need at the start. It’s easy to think that, with today’s tech, all it takes is pressing a button to get a course ready to go. But here’s the truth: before you let creativity flow and let technology take the wheel, you need a solid, well-thought-out plan. And that starts with answering four key questions. These questions are your safety net, keeping your course from becoming a waste of time and money and turning it into something that actually makes an impact. Making an impact means connecting with the right people, delivering the right message, using relatable examples, and making sure participants can put their new knowledge to work. So, before jumping into your favorite eLearning tool or letting AI work its magic, take a moment to ask yourself these crucial questions: 1) WHO ARE THEY? Identifying the Audience Taking the Course Knowing your audience isn’t just a step in the process—it’s the secret sauce that makes your course actually useful. Picture this: you launch a course without a clear picture of who’s taking it. It’s like serving a fancy five-course meal without checking for allergies or dietary preferences. Not exactly a winning move, right? If your eLearning course doesn’t speak to what your team actually needs, it’s likely to flop. No one wants a course that feels like busywork. Here’s why taking the time to know your course audience is a must: Skip the Obvious and the Overly Complex: Covering things they already know or, on the flip side, stuff that’s way over their heads can either bore them or leave them scratching theirs. Hit on Real, Practical Needs: If the course doesn’t tackle what they actually face on the job, it’s just not going to feel relevant—or worth their time. Keep Their Interest: When team members can clearly see how the course helps them, they’re way more likely to stick with it (and maybe even enjoy it!). Here are a few questions to make sure your course is actually hitting home: Audience Basics: Who are they? What skills do they already have, and what are they hoping to build? Daily Life: What does a typical day look like? Are they on Zoom calls all day or juggling a hundred things at once? Work Environment: What’s the vibe? Is it all about collaboration, competition, or somewhere in between? Why They’re Taking the Course: Are they here by choice or because it’s required? This will change how you approach the course content. Current Knowledge: How much do they already know? If they’re already pros, you don’t need to start at square one. By answering these questions, you’re setting the course up to be more than just “one more thing to do.” It’ll be a practical tool that boosts their skills, addresses their real needs, and helps them make a difference in their work. Also read: These 27 Questions Will Help You (Really) Know Your Learners 2) WHY DOES THIS MATTER? Why It’s Crucial for Your Team to Take This Training Here’s the deal: whether you’re building this course yourself or letting AI work its magic, you need a rock-solid understanding of why this training matters before you dive in. Why? Because people only get engaged if they know what’s in it for them. And that’s not just a nice-to-have—it’s the foundation for building a course that actually delivers results. 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A little interaction goes a long way to hold their attention (and yes, maybe a few laughs too). Experts and Success Stories: Add in short videos from experts or quick success stories from people who’ve already used these skills. Seeing real people share how it helped them can be super motivating. Give Immediate Takeaways: Design each module so they can try out what they’ve learned right away. If they can see the value immediately, they’re way more likely to stick with it (and appreciate it). So, before you let AI start building your course or jump into designing it yourself, make sure you’re clear on why this training matters to your team. This is the foundation that turns training from just another task into a true asset for their growth and success. Focus on these areas, and you’ll turn training into something they value—not just one more thing on their to-do list. Also read: Why You Should Be Designing eLearning Courses Backwards 3) WHAT? What Should Your Team Be Able to Do After Finishing the Course? This question is a biggie—and it should guide every decision you make when creating the course, whether you’re building it yourself or using AI to help out. Here’s the thing: if you’re just loading up a course with endless data and theories that read like a blender manual, people are going to tune out fast. What really matters is making sure the content connects to your team’s real needs and work-life realities. If you don’t have a clear idea of what your team should be able to do by the end of the course, you’re likely setting up a training that’ll be forgotten as soon as they click “Complete.” Instead, think about the situations where they’ll actually apply this knowledge. Knowing this upfront keeps you (and any AI you’re using) focused on creating something useful, relevant, and engaging. Here’s how to make it crystal clear what skills and knowledge your team will walk away with: Clear Kick-Off: Start each module with simple, straightforward goals. A quick bullet-point list like, “By the end, you’ll be able to…” sets expectations and gets people interested. Visual Reminders: Use infographics or simple diagrams at the beginning and end of each section to highlight goals. It keeps things easy to follow and remember. Engage Throughout: Add in reflection questions or quick check-ins, like “How would you use this on your next project?” It keeps the content grounded in real-world application, not just theory. Hands-On Practice: Design activities that actually get them using what they’ve learned. If you’re teaching presentation skills, have them record a quick pitch or share a mini-presentation—something practical they can see value in right away. Meaningful Feedback: Provide specific feedback that connects their activities directly to the course goals. 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(And hey, if you can make it fun, even better!)

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