SHIFT's eLearning Blog

Our blog provides the best practices, tips, and inspiration for corporate training, instructional design, eLearning and mLearning.

To visit the Spanish blog, click here
    All Posts

    10 Killer Questions To Start Every eLearning Course Design

    If you are about to start creating an eLearning course, don't just read this article and move on. Make sure you answer each of these questions so that you have a clear idea of the direction you want your course to take. The more you understand the course you are about to create the better chances it will be a successful one.

    These questions will guarantee :

    • That your eLearning course design connects and resonates with your audience
    • That your learners are receptive to the content, and
    • That your efforts are measurable!

    1) What problem are you trying to solve?

    Believe it or not, many eLearning designers forget to identify and communicate the problem the course intends to solve.

    Invest time into making the problem and the solution measurable and straightforward before starting to design your eLearning course.

    When a clear objective does not back a request, a team can often find themselves running into design recommendations that will be runarounds to what the business and its employees need. Each application needs to be broken down to include the issue in layman's terms. This background information will save your team many fancy, but useless designs.

    2) Who is the audience? 

    Have you ever been introduced to someone that you’ve heard of only to be blown away but not to be who you expected? This miscalculation happens, and it’s important to put a face to a name, or an audience to an issue. Create learner profiles or representatives of the kinds of learners that will be interacting with your content.

    Take a moment to envision the target audience of your eLearning course. Do some research!

    Is this project for someone younger or older? Is it mixed? Are they tech-savvy?

    Are employees new or do they have experience?

    Have they been given any training on this information before? Was there feedback? Is this being used?

    These factors should influence how content is delivered. Adjust details to guide your eLearning design.

    Additionally, how and where are the problems showing up in your audience? For instance, if it is a customer service process, where are these delays in service arising? You can use the following questions to locate faulty procedures.

    • What/where is the weakness?
    • What/where is the strength?
    • What current sources do they have to address concerns/questions
    • What/where could help be provided to help?

    It’s here where you have to connect with your employees and how you can provide them with the help they need to complete tasks with dedication and confidence. 

    Also read: These 27 Questions Will Help You (Really) Know Your Learners

    3) What does the audience think about taking this training? 

    At some point in our lives, we have all been asked to teach someone something. Perhaps, a younger sibling or a summer intern? It’s not easy to explain something to someone who doesn’t want to learn. The truth is that getting your learner to show up receptive is half the battle.

    Humans are more inclined to do the tedious, boring stuff if we understand the benefits, whether they are short-term or long-term. It’s crucial for you to communicate the benefits and advances that will come as a result of course training.

    Nobody wants to go to the DMV or take driving courses, but we all do because the benefit is clear. Independence!

    Your team can create the most fun, most interactive training in the world, but if what “they get out of it” isn’t clear, they may not even get to the middle of the course. So whatever the audience thinks about all your courses, make sure you work on changing their minds to a positive attitude.

    Read more: How To Motivate Learners Before, During and After an eLearning Course

    4) What do you expect to change after the training? 

    After your learners take your eLearning course, what do you want them to know or do? What is the behavioral change that this training can bring about? Ask yourself how to connect this final result to your learner’s goals and challenge to communicate the benefits for both parties. 

    Recommended read: Are Your eLearning Courses Achieving Behavioral Change?

    5) Why aren't your learners already doing what you need to change? 

    Have you named your roadblock? So you know what you want from your audience. You know what they want/need from you. What is the hold-up?

    This barrier should be quite apparent to you and your team.

    Is it a motivational issue?
    Is it a lack of awareness?
    Is it a managerial issue?

    Find the issue and fix it. Keep it in mind as you advance in your eLearning course design. This roadblock, after all, is the reason you and your team haven’t been able to see progress.

    6) What is "Needed to Know" to perform the desired change? 

    It’s essential for you to understand what knowledge is required to complete the desired changes you expect to see in your audience.

    We want to avoid overwhelming the learner with mental activity, so it's key you cut the fluff. Select the knowledge that they “need to know” to perform well and complete their tasks. Every screen should have a “real-world” purpose, and it should be evident. 

    7) What if this training is not created? What are the risks?

    What if you were to decide not to do this training? Putting the shock aside, try to get your team to answer. This answer will give depth to the initial question regarding the real issue. Pushing the envelope on the training will get the team to focus on the real objective and the hopes of the impact that it can have on employees and the business.

    8) What type of course are you creating? 

    There are two kinds of eLearning content: Informational content is merely passing on information. An example of this can be providing a sales team with legislative updates. The second is content that is meant to impact behavior. This information is intended to transform behaviors for a long-term impact.

    Before you start designing, decide what type of eLearning content are you going to create. You might even want to combine the two of them. Getting this clear from the beginning will also help you determine how you will measure success.

    9) What features can encourage learners to practice what they are learning at work? 

    Providing learners with opportunities to practice what they are learning, test out their skills, and compete with others can be rewarding, and addicting! For instance, setting up a community and adding interactive games throughout the eLearning experience keeps the learners engaged and invested to complete it.

    There are many interactions that your team can consider to make the course more engaging like revealing icons, timeline, showing progress, drag and drop games, or comparing progress with other peers.

    Make sure you outline these needs and desires before getting started! 

    10) How will you measure the success of your course?

    Much like a story, good writing shows with the end is coherent to the beginning. If at the start of your design adventure, you established what the issue was and how it can be solved, your team can be planning how you will measure the success of the course. 

    To get a holistic view of how well your course did, you can go through these three questions to fairly evaluate the success of your course:

    • Was there a change in performance? How long did it take to happen? Is there notable evidence of knowledge transfer, improvement of skills, and/or increased confidence or knowledge about the topic? 
    • Did employees discuss or share the course amongst themselves? Was there a buzz?
      Ask learners for their feedback on the course. (frustrations, whether they thought it was beneficial and whether or not they are looking forward to more training like this down the road)
    •  Completion course rates and time to complete the course: Completion rate or passing scores are a great indicator, but you can go beyond that. Evaluate if learners are taking too long to complete the course. That may be a sign that the course is either too difficult or too easy.

    Read more: 

    Do You Know How Successful Your eLearning Program Really Is?


    Experience has taught instructional designers that knowing the answers to these questions paves a smoother and steadier road start to creating eLearning courses. Mostly, when the options and features get overwhelming, the answers to these questions will have served as guidelines for refocusing.

    Remember the desired outcome you set out to achieve. It was a simple problem that required your attention. Use these questions above to build a bridge (your course) to get your team where they need to be!

    elearning-ideas-free-ebook


     

    Diana Cohen
    Diana Cohen
    Education Writer | eLearning Expert | EdTech Blogger. Creativa, apasionada por mi labor, disruptiva y dinámica para transformar el mundo de la formación empresarial.

    Related Posts

    Revolutionize Your L&D Strategy: The Essential AI Checklist for 2025

    As we stare down the runway toward 2025, it's clear that AI isn't just knocking on the door of Learning & Development—it’s already inside, reshaping the landscape. But let's address the real question: Is your company merely experimenting with AI, or are you fully leveraging it to transform your eLearning strategy? The way you answer this could dramatically influence the success of your training programs.

    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.