1. Know The Organisation
Even within a single sector, every organisation is different. They have different values. Different learning cultures. Get to know the organisation you’re developing for to find out how your eLearning solution will be promoted and used. Are they just dipping their toes into eLearning development? That gives you a great opportunity: they’ll look to you for guidance. Are they seasoned customers with a large training catalogue? Then you have the chance to find out what has been successful in the past, and what, if anything, they want to be different this time round. Knowing the organisation is the first step to creating a successful eLearning solution.
2. Understand The Subject
As a training developer, you’ll be asked to create eLearning solutions on a wide range of subjects. Unless you’re lucky enough to be tasked with working on a topic you specialise in, you’ll need to work with Subject Matter Experts (SMEs), or if they’re not available from the organisation, to source your own. While it’s sometimes possible for you to conduct your own research, remember that the information will need to be reviewed by someone from within the organisation who can ensure that it’s right for them.
SMEs often have limited time and a wealth of knowledge far broader than you’ll need for the eLearning project. This means you need to come prepared for your meetings with them. Be clear about what they need to provide you with and the best way to do so. Prepare templates that are easy to fill in, asking them to identify the key learning points or MoSCoW rate content, and make sure they understand how much can be covered in the training duration. It’s all too easy to struggle, because the expert wants the audience to learn more than they have time for. Be firm and set expectations in the first meeting.
Remember: If you don’t understand the subject, your learners won’t either.
3. Identify The Audience
Just as you need to get to know the organisation, you need to identify the audience. What does your "average" learner look like? What’s their education level? How much experience do they already have? If possible, organise workshops where prospective learners can give you their perspective. This will let you get information straight from the audience, whose feedback can be invaluable. As you learn more about the audience, you’ll better understand what type of training initiative will suit them.
But some audiences you encounter will have very varied roles and prior experience. How can you create content that meets the needs of all learners? Think about how you might be able to "profile" learners. What overlaps are there between groups? Look for commonalities but if there aren’t many, don’t be afraid to create something that has tailored elements suitable for each group. Even if you can’t develop multiple versions of a course or offer "true" profiling, you can use tools such as diagnostic assessments to enable learners to follow their own learning pathway.
4. Find Their Motivation
The best learners are motivated learners, so where possible, work closely with the organisation to discover what makes them "tick". Some organisations have a strong learning culture, and if that’s the case, the audience may be naturally motivated. But in most cases, learners need to be extrinsically motivated not just to complete the course and get their certificate of achievement, but to really learn. If it’s clear at the start why this training matters, learners will buy in to the solution and will be motivated to complete it. In some cases, a strong narrative that contextualises the training can really motivate. Alternatively, consider techniques such as gamification, which can cater to many interests. Have you got a competitive audience? Think about adding a leader board so that learners or teams can work together to get the highest mark. Do you want to encourage thoroughness? Reward learners for exploring all areas of the training rather than simply skipping through to the quiz. "Lives", timers and customisable elements, such as avatars, can all motivate learners to succeed.