The role of the SME is often not given enough importance – but the fact is that without a good SME who can work with you to effectively convey the content that is needed, your eLearning module is doomed!

SUMMARY: Although originally developed back in 1970 at Gordon Training International, the Conscious Competence Ladder (or more simply the Four Stages of Learning) is still relevant today. It’s a great tool to use with recruits and existing employees who are learning new skills, to take them from “good” to “great.”

From the learners’ perspective, macro learning involves a larger time commitment, a focus on specified learning objectives, and is often used when choosing to engage with content that is largely unfamiliar. In contrast, microlearning is something that can be done on your phone, in the subway on the way to work. It is quick and focuses on specific pieces of information or skills. eLearning professionals are currently grappling with these two types of learning as if they are not interrelated. However, an effective strategy embraces microlearning within the broader paradigm of the system in which it occurs.

A lot has changed with the advent of the World Wide Web in general, and smartphones in particular. We now each have access to a mini-supercomputer in our pocket, with a vast potential for learning. This technology and the wealth of information it can provide by linking to the Internet has fundamentally changed the nature of education and training. Is it any wonder that learners can’t stay focused when the course being offered is a series of PowerPoint slides, delivered by an instructor in a darkened room? Something has got to change. And it’s not going to be the learners. It must be the fundamental nature of the training itself.

One of the most fundamental aspects of eLearning design is creating engaging content. Even with a captive audience, content that does not keep a learner cognitively and affectively engaged is not likely to leave an impact. Without this impact, any efforts to have learners apply what they have learned to new situations are likely to be minimal. It is tempting to create flashy animations and related multimedia. However, flashy without substance creates shallow content that is not engaging or likely to cause a demonstrable change in behavior. There are proven strategies for engagement and multiple roadblocks to engagement.

The strongest starting point for designing your online training programs is to understand the business needs and desired organizational results that underlie the training initiative, and then create your goals and tracking metrics accordingly.

You will be amazed what eLearning does besides presenting content online to your employees. Would you believe it if we said that eLearning would help you solve five of the most pressing business challenges you face today? In fact, we not only say this; we vouch for our claims. Learn about the most common challenges companies face today and how eLearning fixes them:

The world of eLearning is always evolving. Technology advances in the blink of an eye. Standards change continuously as learner expectations rise. You are also increasingly asked to perform dual duties as a designer and a developer. There’s always something new to learn that will make your life at work easier, and you, a more effective instructional designer.