Long, content-heavy, click-next eLearning courses don’t work. So what does?
Research shows that people learn best when information is delivered in smaller, focused chunks—paired with opportunities to reflect, practice, and apply what they’ve learned.
If your courses aren’t engaging learners or driving meaningful behavior change, it may be because they aren’t designed to deliver information in a way that sticks. By breaking content into bite-sized, practical pieces, you can create a learning experience that truly works.
Here’s how to revamp your courses in six simple steps:
Step 1: Focus on One Objective at a Time
Most courses try to cover too much at once, overwhelming learners. Instead, isolate each objective and tackle them one by one. Breaking content into smaller, focused modules aligns with how the brain processes and retains information. This makes learning more manageable and effective.
Step 2: Keep It Short and Engaging
The brain’s attention span is limited. Avoid long lectures and focus on concise, engaging delivery methods, such as:
- A short, expert-led video that explains the key concepts.
- A microlearning module with interactive elements.
- A scenario-based eLearning activity.
If there’s more information learners may need later, provide resources like job aids or videos they can access on demand. The goal is to deliver just enough to spark understanding without overwhelming.
Step 3: Build in Reflection
Reflection strengthens memory by encouraging learners to connect new knowledge to their experiences. Provide tools to prompt reflection, such as:
- Questions like: What challenges have you faced in this area? or How could you use this information in your role?
- A journal or worksheet to jot down thoughts.
Reflection helps learners process information and personalize it for their unique situations.
Step 4: Practice to Reinforce
Learning isn’t complete until it’s applied. Give learners opportunities to practice through:
- Quizzes or simulations that mimic real-world challenges.
- On-the-job tasks that let them apply what they’ve learned in a low-pressure environment.
The brain solidifies neural pathways through repetition, so hands-on application is crucial for turning knowledge into skill.
Step 5: Encourage Peer Discussion
The social aspect of learning is powerful. Peer discussions help learners process and reinforce knowledge while gaining insights from others. Foster discussion through:
- Small group chats or virtual forums for sharing takeaways.
- Team meetings with guided prompts.
This step boosts not only learning but also collaboration and team morale.
Step 6: Repeat the Cycle
Once learners have completed the process for one objective, repeat it for the next. This cyclical approach gives employees time to absorb and apply each piece before moving on. Over time, these smaller learning moments compound into meaningful, lasting development.
These six simple steps leverage key principles of how the brain learns: breaking content into smaller objectives reduces cognitive load, making it easier to process and retain information. Reflection and practice strengthen neural pathways, turning knowledge into actionable skills. Finally, social interaction through peer discussions deepens understanding and fosters engagement, creating a learning experience that’s not just effective but also meaningful.
Need Help Revamping Your Training? We can help! Contact us today to discuss how you can apply these six steps in your organization. We’ll work with you to create a tailored roadmap, identify learning objectives and design custom solutions to ensure your training is as impactful and engaging as possible.
