We're in the era of artificial intelligence (AI), and there's no turning back. We're going to use AI more and more to create eLearning courses quickly and efficiently.

Isn't it amazing how technology makes our work easier? With AI, we can design visually appealing courses and optimize content in record time.

But before we get too excited, there's something we can't forget: the psychology of learning.

Because even though AI works its magic, if we don't understand how the brain learns, all that effort might not have the impact we're looking for.

Think about this: we could have the fastest, prettiest course in the world, but if it's not aligned with the way people actually learn, it might just be a nice experience, but not an effective one.

This is where psychological principles come into play. Research by experts like Dr. Susan Weinschenk has shown that understanding how the brain functions allows us to design more effective learning experiences.

The key is to combine the best of both worlds: AI to create content quickly and efficiently, and psychological principles to ensure that content sticks in the students' minds.

Throughout this article, we'll look at five principles that you can apply to make your eLearning courses not just good, but highly impactful.

So, if you want your courses to really make a mark and not just stay on the screen, keep reading.

Principle #1: People Don't Want to Do More Than Necessary

In eLearning, especially in professional environments, adult learners prioritize efficiency. They aren't just looking for knowledge; they want to acquire it quickly and apply it to their job as soon as possible.

Time is a valuable resource, and employees want to get back to their responsibilities without spending unnecessary hours on lengthy, drawn-out training.

Research in learning psychology and motivation shows that adults prefer learning experiences that are practical, relevant, and clearly focused on specific outcomes. They are driven by immediate applicability rather than abstract theories or concepts. 

Why does this matter for eLearning design? Overloading learners with too much information at once—referred to as "cognitive overload"—can actually hinder learning.

Cognitive load theory explains that the brain can only handle so much information at one time. If learners are bombarded with excessive content, they become mentally fatigued, their motivation drops, and they may disengage entirely from the course.

This is why it's critical to design eLearning courses that balance providing essential knowledge without overwhelming the learner.

Actionable Tips:

• Keep Text to a Minimum: Replace large blocks of text with engaging visuals such as videos, infographics, charts, or even interactive elements like quizzes and simulations. People tend to process visual information faster and retain it longer, so lean on visuals to enhance understanding.

• Use Microlearning to Your Advantage: Break down your content into bite-sized, easily digestible modules that learners can consume in under 10 minutes. Each module should cover one key concept or skill. This not only makes the learning process feel less overwhelming but also aligns with adult learners' preference for quick, actionable takeaways.

• Add “Deep Dive” Options: At the end of each module, give learners the choice to dive deeper into the topic if they wish. Provide optional reading materials, additional videos, or case studies for those who want to explore further. This respects the learner’s desire for efficiency while offering flexibility for those who want more detailed content.

• Encourage Progress Tracking: Add a visible progress bar or completion tracker that helps learners see how far they’ve come and what’s left. This small psychological nudge can help keep motivation high, as learners feel a sense of achievement as they move through the course.

Also read: 

• 4 Ways to Engage Overwhelmed Employees in eLearning Programs
• Is Your Company Embracing Just-in-Time Learning?
• Avoid Learner Overload: Five Rules for eLearning Course Design

Principle #2: Attention Spans are Short

Dr. Susan Weinschenk highlights that human attention is short and easily distracted, especially when tasks are repetitive or mentally taxing.

Adults, in particular, are more likely to get distracted because they juggle multiple work and personal responsibilities. That’s why it’s essential to grab their attention quickly and keep it.

Weinschenk explains that the brain naturally focuses on things that are new, interesting, or directly relevant. If an eLearning course is too predictable or boring, learners will tune out.

Studies in neuroscience also show that when people get bored, they don’t retain much information, which makes the learning less effective.

Simply put, if your course doesn't grab attention fast or lacks variety, learners are likely to ignore it or quit early.

Actionable Tips:

1. Change Things Up Every 10-15 Minutes: After 10-15 minutes, people’s attention starts to fade. To keep learners engaged, mix up the format. For example, go from text to video, then switch to an interactive quiz, followed by a hands-on activity. This keeps the learning experience fresh and helps hold their interest.

2. Add Active "Micro-Breaks":Include short, engaging activities that get learners involved, like asking quick questions or having them interact with the content (clicking, dragging, or answering a short quiz). These small breaks refresh the mind and help regain focus.

3. Use Clear Transitions and Build Anticipation: Use visual cues like a change in color or new graphics to signal the start of a new section. This prepares learners for what’s coming next and builds excitement. When learners know something new is on the way, they’re more likely to stay engaged.

4. Reinforce Learning with Quick Assessments: After each section, include a short quiz or activity to reinforce what learners just absorbed. This not only strengthens their understanding but also keeps them engaged by presenting a new challenge. It’s a simple way to boost retention and focus.

Recommended reads: 

• The Science of Attention (And Why eLearning Professionals Should Care)
• Attention-Grabbing eLearning Design: 5 Techniques You Should Try

Principle #3: People Are Naturally Curious

Curiosity is one of the strongest forces driving human learning. Science has proven that when we’re curious, our brains release dopamine—a chemical that not only makes us feel good but also helps us remember things better and for longer.

Research also shows that curious people tend to learn more effectively because they ask questions, dive deeper into topics, and actively seek out answers. This creates a more meaningful learning experience.

For adults and employees in the workplace, this natural curiosity can be a powerful tool to keep them engaged with eLearning content. Rather than just presenting information in a linear way, courses should be designed to spark curiosity and inspire learners to dig deeper and explore on their own.

Actionable Tips:

1. Start with Intriguing Questions: Begin each module with a question that piques curiosity and gets learners thinking. For example, in a leadership course, you might ask, "What’s the one trait all top leaders share?" Open-ended questions get learners eager to find out the answer, preparing their minds to absorb new information.

2. Create Mysteries and Storylines: Build scenarios or stories that develop over the course, where learners need to solve a problem or uncover a solution. This “unfinished story” effect triggers curiosity, encouraging learners to keep going as they try to find answers.

3. Offer Teasers for Further Learning: Don’t reveal everything right away. Drop bits of information that leave learners wanting to know more. For example, use questions like “Did you know...?” or introduce a concept that will be explained in more detail later on. This keeps learners engaged and excited to continue.

4. Encourage Exploration with Interactive Elements: Use quizzes, games, or interactive activities where learners can test ideas, experiment, and find their own answers. The more learners explore and discover on their own, the more they reinforce their learning, building stronger mental connections and better retention.

Principle #4: People Learn Better Together

People don’t just enjoy learning in groups—they actually learn better that way! Research shows that when we work with others, we learn faster, remember more, and feel more motivated.

Albert Bandura, a famous psychologist, explained this in his social learning theory: we watch what others do, learn from them, and adjust our own behavior based on what we observe.

For adults and employees, group learning is especially powerful. It’s not just about sharing knowledge; it’s about discussing ideas, solving problems together, and learning from each other’s experiences. This makes learning more effective and enjoyable.

Actionable Tips:

1. Add Live Chats, Discussion Forums, and AI-Driven Q&A:
   Create spaces for learners to chat, ask questions, and solve problems together. Enhance this with an AI-powered chat assistant that provides instant answers to common questions or suggests additional resources. The AI can help keep the conversation flowing by offering relevant content or guiding discussions based on learners’ interests.

2. Introduce Group Projects: Encourage teamwork by assigning group projects where learners work together to achieve a goal. For example, in a "Project Management" course, they could collaborate to create a plan. Working in teams allows learners to learn from each other and apply what they’ve learned in a real-world context.

3. Use Friendly Competition: Add a fun, competitive element by including leaderboards or team challenges. Most people enjoy a little friendly competition, and it can motivate learners to put in more effort and stay focused.

Principle #5: Emotions Make Learning Stick

Dr. Susan Weinschenk explains it simply: emotions are the key to making learning memorable. When something stirs us emotionally, our brain locks it in better. That’s because emotions activate the limbic system, the part of the brain that controls both emotions and memory.

So, if you can make learners feel something during an eLearning course, they won’t just learn more—they’ll remember it longer.

For example, in a course on "Corporate Social Responsibility," instead of just presenting facts and figures, start with a story about a company that made a positive impact on a community, showing the emotions of the people who benefited. This helps learners feel inspired and connect more deeply with the content.

Actionable Tips:

1. Use Emotionally Engaging Images, Videos, and AI Avatars: Images and videos are powerful tools for evoking emotion, but you can take it a step further with AI avatars. These avatars can tell stories, show emotions, or even give feedback in a way that feels more human. For example, a 30-second video with an AI avatar sharing a heartfelt story can create a stronger emotional connection than just reading text or watching a generic video.

2. Ask Learners How They Feel: Include questions that make learners reflect on how they feel, not just what they know. In an "Ethics" course, ask, "How would you feel if your decision negatively impacted someone else?" This helps learners connect emotionally with the material, which makes the learning experience deeper and more meaningful.

3. Invite Learners to Imagine Themselves in the Situation: Encourage learners to put themselves in the shoes of the people in your stories. For example, ask, "Imagine you’re the manager of a company facing a crisis—what would you do?" This builds empathy and makes it easier for learners to apply what they’ve learned to real-life situations.

4. Include Reflection Breaks: Give learners time to pause and think about how the course content relates to their own experiences. After each module, prompt them to reflect: "How does this apply to your job or life?" These moments of reflection help solidify learning by making it personal.

5. End with Motivational Phrases or AI Avatar Messages: Wrap up each module with an inspiring quote or message delivered by an AI avatar. Even a simple, uplifting phrase can emotionally resonate with learners and help lock in what they’ve learned. An AI avatar can give this message in a warm, engaging way that feels personal and motivating.