How important is the introduction in an eLearning course
Course introductions shouldn't just list learning objectives—they should motivate learners by answering "why should I care?" Use a five-point framework that covers personal benefits, company benefits, risks of non-compliance, course expectations, and learner responsibilities. Add credibility by having a manager or stakeholder deliver part of the introduction via video or quote. This approach treats adult learners with respect and dramatically improves engagement with corporate e-learning content.
The introduction is, in my opinion, an often misused opportunity. I’ve seen it used, and in the past done myself, as a place to list the learning objectives and to simply tell the learner what is coming up in the course.
I’ve found that the introduction, or its equivalent, is an incredible place to outline the ‘Why’ to the learner. We all know that attention is limited, people are busy, and taking another e-learning course is likely at the bottom of the learners priority list.
So how can the introduction help with this? I’ve found that treating the learners like the adults they are, and giving them concrete and well thought out reasons why they should pay attention works better than you’d think.
Realistically, people aren’t looking forwards to taking your course. They’re not excited about it. But they are adults. If you outline why they should. They likely will. How do I do this?
I do this by laying out five points:
1. How learning about this topic will benefit them personally
2. How their learning about it benefits the company
3. The risks of this topic being done incorrectly, or even not being done at all
4. What they can expect to see or do in the coming course
5. What is expected of them in the coming course
Let’s look at a concise example of what an introduction that follows this framework could look like:
“Learning this data handling system means fewer frustrated customers contacting you with the same privacy concerns repeatedly.
Each data breach costs the company an average of £50,000 in remediation. Your awareness is our first line of defence.
Last quarter, incorrect data handling led to a failed audit that cost our department 120 hours in corrections and remediation.
You’ll walk through three realistic scenarios based on actual situations our team faced last month, with the chance to practice your response.
After completing this course, you’ll receive a one-page reference guide. Keep it at your desk and consult it until the process becomes second nature.”
There is a sales tactic that I like to utilise when the option is available to me. This is where a classic sales principle becomes incredibly useful.
Peoples time is their most valuable currency, and people are rightfully precious in giving away their time. Outlining the above points is great and will go a long way, but coming from a someone they don’t know (in this case not even a person; a digital course) could set off alarm bells.
The sales tactic is that people are more likely to buy from somebody they know, like, or trust.
Having a manager, stakeholder, director or even someone in the C-Suite to deliver a part of this introduction can go a long way to building trust in the learning.
A short video of the person delivering some or all of these points is best, a quote by them as to why learning and constant improvement is essential to the company’s success can work as a minimum. Anything in between these options will work.
This is a simple, but powerful change to make when working on corporate e-learning.
Remember, the content we spend so much time creating is only useful if people pay attention to, and take action on it. Just as much effort should be put into ensuring this, as on the content itself.