1. Develop a business case for your key initiatives, and ask vendors to help you figure out how you’ll measure success – they’re motivated to support you on this.
2. Ask yourself whether you could design your next learning programme to be used on the job, where users want it. How would it change your approach?
3. Look at how your learners are accessing content. Could you strip out key resources from some of your content and package them differently? Could you pilot this?
4. If you’re not using webinars or online tutors or communities to support your formal e-learning courses, run a pilot to see if there’s appetite for these.
5. Look again at the devices your learners are using, and at how you’re going to make mobile work in your organisation. Think beyond multiple versions and native apps if they’re putting mobile learning out of budget reach for you.
6. Consider web designs as influences on your approach to e-learning design. Encourage your teams, vendors and colleagues to move beyond the back/next constraints.
7. If you’re not already segregating your e-learning into levels, consider a model where you can define the levels that you need and use it as reference when engaging with vendors and internal clients.
8. Look beyond the structure of the course to design full learning programmes and experiences. Ask learners what would enhance those experiences for them.
9. Consider what you could do to make your line managers and coaches feel supported and in turn supportive of learning initiatives, possibly starting with them as your target audience.
10. Ask yourself what would happen if you didn’t assess a specific learning intervention, but just recorded completion.
11. Measure something. We all benefit from more examples of learning technology making a difference.