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Helpful ideas. Squeaky value.
Helpful ideas. Squeaky value.
The theory behind good instruction — how people learn, what makes training actually work, and the thinking behind course decisions.
AI can do a lot of things faster than you can. That doesn't mean the results are always worth using. Here's an honest look at where AI actually helps in e-learning development — and where it creates the illusion of progress without the substance to back it up.
Most e-learning stops at content delivery. The Tell, Show, Do model helps steer courses toward action, but the real gains come from adding deliberate practice and structured review. Each stage builds on the last, giving you a stronger framework for course design.
Most organizations treat the e-learning course like the training program. It isn't. People learn all year long, through experience, peers, managers, and yes, the occasional course. Here's how to think about where e-learning fits in that larger picture.
Most e-learning pushes content and calls it training, even when nobody can demonstrate anything different afterward. Here's why content alone isn't a course, and how to push back when someone hands you a slide deck and asks you to turn it into one.
A new employee can absorb theory from a course, but real competence comes from doing the work. Pairing e-learning with peer coaching gives you a complete training system. A learning journal is the tool that connects both.
Most e-learning courses treat the course as the finish line. But learning happens before and after the course, too. Here's how to think about all three phases so your course actually produces results.
New e-learning developers often expect to get good quickly. But your first course won't be your best, and that's completely fine. Here's what actually matters if you want to improve and build your skills the right way.
Here’s a common scenario: you’re ten minutes into an e-learning course. You’ve clicked through eight slides. Yet, you have no idea what you’re supposed to do differently when you’re done. The reason this happens is because most courses are explainer…
Most e-learning developers avoid gamification because it feels too complex to build quickly. But you can take a template you already have and add just a few interactive elements to change the experience entirely. Here's how a simple meet-the-team template became a decision-making challenge.
Employees kept building their own cheat sheets that did more good than months of formal training. Here's what that says about how much content actually belongs in a course, and a simple test to figure out what to keep.
Gamification isn't just building a Jeopardy game. It's using game concepts like points, progress, and rewards to change how learners feel about a course, not just review facts at the end. Here's where to start, what you can build with variables, and a few examples to get your gears turning.
There's a pattern that shows up in almost every e-learning course. It follows objectives, content, and a quiz, then repeats. That structure works sometimes, but it often leaves a gap between what learners see and what they need to do.
Most compliance training is designed around assumptions about what regulations require, not what the regulations actually say. Here's how to build something better.
Last week I had a kidney infection that almost put me out for good. Stuck in bed with nothing to do but think, I reflected on three things about how people learn. They changed how I approach every course I build.
When a course has nothing to do with what learners face at work, they disengage. Building engagement isn't about adding more interactivity. It's about making the content matter.
