Starting an E-Learning Program the Right Way

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Three questions that shape every new e-learning program

I get to speak to a lot of subject matter experts or small organizations that are starting to dip their toes into the e-learning pond. They know they need online training, but they’re not quire sure how to start.

Here are a few thoughts.

Not all courses are create equal

I try to simplify the process. Generally, there are two useful types to know.

• Explainer courses share key content and add context. They work well for policies, procedures, and background knowledge. But they generally stop at sharing information and don’t include practice.
• Performance courses focus on what the learner is supposed to do. They include activities where learners can practice and prove their skills. If you have clear performance goals but build an explainer course, plan for practice to happen somewhere else.

Both types have value. The question is whether you’re choosing the right one for the job.

What is the course supposed to accomplish?

Trainers are hired to build training to meet a goal. The goal isn’t to build a course. The course is a solution to a specific problem. Thus, after someone goes through the course, what are they supposed to do differently? Start with that question.

If it’s an explainer course, the goal is course completion by a specific date. If it’s a performance goal, the objective is tied to some sort of measurable and observable outcome.

A lot of online courses fail because there’s no clear performance expectation attached to them. Getting the basics right prevents that.

• Write a clear objective.
• Decide how to measure it inside the course and outside.
• Build practice activities that require learners to prove understanding.
• Connect with the team that tracks performance metrics so that you can compare the before and after performance.

If you can’t answer what changes after the course, keep designing or recognize that it’s an explainer course and track completion.

Is the content relevant to the learner?

This is the biggest issue with most e-learning. Organizations have tons of content. Everything is important. Because of this courses often get designed around the content, not the learner.

Annual compliance training is a familiar example. The material matters to the organization for various reasonse. However, most of the content is irrelevant to the learners or not framed in a meaningful manner. This doesn’t have to be the case.

You may not control whether a course gets built. But you can advocate for a design that respects the learner’s time. Connect the content to their actual work, and the course has a reason to exist.

Key takeaways

These three questions sound simple. But most programs skip at least one of them. Build the habit of asking “why” before asking “how,” and your program will get stronger with every course you make.