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    Use These Four Tips to Evoke Emotion in Your eLearning Courses

    emotions in eLearningLearning isn’t merely cerebral. It’s emotional, too. Researchers, in fact, have confirmed how emotions affect mental processes. They finally found the missing piece of the learning puzzle and even encouraged instructional designers to include positive emotions as an important learning factor.

    You don’t have to be an expert on the subject to see the benefits of projecting the right emotions among learners. It’s simple, really. Students learn if they care. They pay attention if they feel encouraged. They engage with others if they feel welcomed. 

    Emotions, therefore, are too entrenched in the learning processes that you can’t ignore them and pretend they’re not important. John Medina, in his book Brain Rules talks about the role of emotion on the human brain: "Emotionally charged events persist much longer in our memories and are recalled with greater accuracy than neutral memories."

    So trigger the right emotion and use it to help students learn better and complete the eLearning course. Here’s how.

    Use Good Typography

    In the Aesthetics of Reading study, researchers found that good typography leads to good mood. In other words, good fonts made participants stay on cognitive tasks and not get distracted.

    Typography, especially clean clear and simple fonts, projects certain emotions such as consistency, trust and confidence. For example, recent studies have revealed that people are more likely to believe a statement when it's written in Baskerville than when it was written in Computer Modern, Georgia, Helvetica, Trebuchet, or Comic Sans. 

    Fonts have human-like personalities too. In other words, the font's appearance gives off a certain mood. Comic book fonts create an aura of fun, while serif fonts like Times New Roman feel more traditional. Sans serif typefaces like Helvetica Neue, the one Apple uses for iOS 7, feel more modern.

    Besides typography, consider the size and color of texts. These also affect the emotional and psychological response of your learners. For example, people have more of an emotional brain response to words in larger fonts than in smaller ones, according to the findings of a new study

    Check out The Psychology of Fonts — Infographic and The Complete Guide to Psychology of Fonts

    guide fonts1

    Use the Right Color

    theguide colorv2Choosing the right color is as important as choosing the right typeface. Every shade and stroke of color, or the lack of it, creates its own message. It can make people feel relaxed, happy, excited or discouraged.

    Warm colors like red, orange and yellow, usually evoke positive emotions such as optimism and happiness. But red can make people feel hungry (think of McDonald’s or KFC!). Not only that, studies found that exposure to red before the exam can negatively impact one’s performance. But it might be useful during athletic activities, since people react to it with greater speed and force.

    The moral is to choose your colors wisely. People may react differently to the same color but it helps to consult studies on colors and carefully select them according to your goals. The right colors can help students improve their learning by as much as 75 percent, their participation by as much as 80 percent.

    Check out thes helpful resources: The Psychology of Color for Web Designers and The Complete Guide to Colour Psychology

    Use Powerful Images

    image12But that’s not all. Because powerful images evoke strong emotions, you have to be careful in selecting the right image to fuel a particular mood.

    Take a picture with symmetrical elements, for instance. It creates a sense of order and predictability. The opposite image, one with asymmetrical elements, can evoke feelings of unrest and disorder.

    What about close-ups and farther images? Close-ups evoke a very personal emotion, while images taken from a distance project isolation and loneliness.

    Images, then, make people feel something about your content.  They can either discourage or motivate them, distract them or help them focus. That’s why you have to criticize even the tiniest details of an image. Is it too small? Is it too flashy? Can the image really help get your point across or is there a better image available?

    Additional tip: Images should be placed strategically, where they won't be ignored. That's because images will only deliver true value if your learners understand its importance in the course, if they are in the right context, next to the right conent. 

    Improve Your Copy

    Copy or text is the easiest way to arouse specific emotions. That’s because words do help introduce a personality. It makes the author sound funny, serious, playful or hip. It shapes the feel of the course.

    Easily digestible paragraphs written in a friendly tone, for instance, welcome learners and encourage them to finish the course. Lengthy ones filled with technical jargon bring out the opposite emotion.

    Here are some overlooked ways to improve your copy:

    • Carefully select words but, like a professional copywriter or astute marketer, err on the side of using emotionally-charged words. Using words that actually invoke a reaction is one of the easiest ways to trigger an emotion. Make sure to include some of these trigger words and get learners to care about the lessons: control, discovery, fun, self-achievement and helping others. Find as many trigger words as you can and include them. Start with a good thesaurus.
    • Tell a story  learners can emotionally relate to. Be sure to add a pinch of humor and write your story in a conversational or friendly tone. If storytelling isn’t your forte, you can always start a conversation and try to keep things light, simple and personal.
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    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. When you’re clear on the why upfront, you’re setting your course up for success. You’re not just creating random lessons; you’re designing something valuable that resonates with your team’s real needs. If you skip this, no amount of AI magic or design work will turn things around later. Here’s how to make your course not just necessary, but something they’ll actually want to take: Be Clear About the Benefits: Right from the start, let them know what they’re getting out of this. Will it make them better at their current job? Give them a leg up for a promotion? Spell it out, and keep highlighting these benefits as they go. Make It Real: Use real-life examples that show how they can put what they’re learning into action. If it’s a course on time management, add a module on how to apply these techniques in a regular workday—it’s practical, and it keeps things relatable. Keep It Fun and Interactive: Toss in questions that make them think, add quick quizzes, and keep it lively. 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. This not only reinforces what they’ve learned but makes it clear why each task matters. Wrap-Up with Impact: At the end, do a quick review of all the goals covered. Whether it’s a Q&A, a visual summary, or a downloadable sheet, give them something they can refer back to. As Malcolm Knowles, the guru of adult learning, said, “Adult learning is life-centered.” People want to learn things they can actually use to make their lives easier or their work more effective. By getting clear on these “What” goals upfront, you’re creating a course that’s memorable, practical, and, best of all, truly worth their time. Also read: 6 Essential Content Creation Tips For eLearning Success 5 Rules for Creating Relevant and Fluff-free Courses Before Diving Into Your Favorite eLearning Tool, Ask Yourself: Do I Really Get What My Team Needs? Will This Course Actually Help Them Do Their Jobs Better? Let’s be real—this isn’t just about throwing information at people. The goal here is to help your team not only learn but actually use that knowledge in ways that make a difference. Here’s Your Quick-Start Checklist: Get to Know Your Audience: Take a deep dive into their needs, current skills, and the real challenges they’re dealing with every day. (No guessing!) Set Clear, Doable Goals: Outline learning objectives that actually mean something to your team and tie back to the results you’re aiming for. Make It Interactive: Give them ways to practice, apply, and get feedback on what they’re learning. Think less “lecture” and more “let’s try it out!” Check and Tweak as You Go: At the end of the course, ask for feedback and adjust if needed. Make sure the course hits the mark and actually helps them grow. By focusing on these steps, you’ll design a course that’s worth every minute of their time and foster a culture of ongoing learning that can truly boost performance. Remember: a great eLearning course doesn’t just teach—it transforms. (And hey, if you can make it fun, even better!)

    Top Gamification Trends for Boosting Learning Engagement

    Are your team's training sessions dragging on with low enthusiasm and even lower retention? Gamification could be the secret to turning those dull workshops into dynamic learning experiences. Gamification in workplace learning means incorporating elements like points, badges, leaderboards, and challenges to make training sessions more interactive and engaging, much like a game. This strategy isn't just about fun—it makes learning more effective and enjoyable.

    4 Tips on How to Convert Long-Form eLearning Courses to Micro Lessons

    As a training leader, you know the value of a well-crafted, comprehensive eLearning course. Some subjects indeed require depth and extended engagement, but you also recognize that not every learning objective needs to be met with lengthy sessions. Perhaps you've noticed a trend: employees are increasingly seeking quicker, more focused learning experiences that fit seamlessly into their busy schedules. This doesn't imply that your detailed courses are ineffective—far from it! Instead, it highlights an opportunity to amplify their impact by adapting some of this content into microlearning formats.