Author: Jeff Stivers

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Why the Smartest Training Investment Might Be the People You Already Have

You’ve already hired your next great trainer. They just don’t have the title.

They’re the team member others go to when things go sideways. The one who can explain a complex system in plain English. The person who doesn’t panic when the printer jams, the customer fumes, or the software crashes—for the third time today.

Most companies miss this. They spend a fortune on external training programs, hire consultants to run workshops, and buy new LMS platforms hoping to spark engagement. But here’s the truth: the most valuable knowledge in any organization is already sitting inside it. You just need to tap it.

That’s the core of peer learning—an approach that turns everyday team members into learning leaders.

Peer Learning 101 (No Buzzwords Required)

Peer learning isn’t a trendy new acronym. It’s something humans have done for millennia: learning from one another, through observation, repetition, feedback, and conversation. What makes it powerful today is applying it in a structured, intentional way—especially in industries where real-world experience matters more than theory.

In practice, peer learning is about unlocking the quiet expertise on your team. It’s the desk supervisor who role-plays how to de-escalate an angry customer. The hospital nurse who starts every shift with a quick safety reminder. The line worker who shares a tip for cutting error rates without cutting corners.

You don’t need a conference room. You need a rhythm. And one of the simplest ways to build that rhythm? A huddle.

The Power of the Huddle

The huddle is the unsung hero of peer learning. It’s short. It’s focused. And it happens where the work happens.

In hotels, it’s a five-minute stand-up where the team runs through guest arrivals, shares yesterday’s success story, and role-plays one tricky situation before heading out to the floor. In healthcare, it might be a shift-start session where the nurse manager highlights one learning from the prior day’s incident report.

And in a sales or support team? It might be a Friday wrap-up huddle where each rep shares a call that went sideways and how they recovered—or a win they’re proud of and what made it work. The best peer learning often sounds like, “Here’s what I tried, and here’s what I’d do differently next time.”

These sessions don’t need a projector—they need a purpose.

What Happens When You Let People Teach

When you give your team the chance to teach, something interesting happens: people step up. They share more. They ask better questions. They recognize one another. And over time, a funny thing happens—your training culture stops feeling like something that’s done to people and starts becoming something people do for each other.

You also start to see real results:

  • Higher retention. Employees who feel like they matter stick around.
  • Faster ramp-up. New hires learn the real stuff—the stuff that’s not in the manual.
  • Lower costs. Less reliance on expensive, top-down training.
  • Better engagement. When people feel seen as experts, they act like it.

But What If My Team Isn’t Ready to Lead?

That’s a common concern—especially for managers working with quieter teams or newer employees. Not everyone is naturally confident leading a session. That’s okay.

Start small. Instead of asking someone to “teach,” ask them to share. What’s one thing they did this week that worked? What’s something they’d do differently? Build confidence through storytelling before moving to facilitation. The goal isn’t polished delivery—it’s authentic knowledge transfer.

Over time, comfort grows. The point is not to create public speakers. It’s to create contributors.

Your Next Step

You don’t need to blow up your training budget. Start by asking: who on your team is already teaching others? Who’s already leading those informal learning moments? That’s your future peer learning leader.

Give them a little structure, a little recognition, and the space to share. Start with one huddle a week. Keep it tight, relevant, and real.

The smartest investment you can make in your team might not be a new platform or a new program. It might be a conversation that’s already happening—you just need to shine a light on it.

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Why Peer Learning is the Future of Workplace Training (And How to Implement It)

In today’s fast-moving business environment, traditional corporate training models are struggling to keep up. Companies invest billions in training programs, yet employees often forget 70% of what they learn within a few days—a phenomenon known as the Forgetting Curve. Meanwhile, frontline employees frequently face real-world challenges that aren’t addressed in formal training modules.

Enter peer learning, a collaborative, experience-driven training model where employees learn from each other rather than relying solely on instructors or external experts. Unlike top-down training, peer learning leverages the collective knowledge of an organization, fostering a continuous learning culture that is agile, cost-effective, and engaging.

For industries like hospitality, retail, healthcare, and tech, peer learning is not just a trend—it’s a necessity. In this article, we’ll explore why peer learning is the future of corporate training, the tangible benefits it delivers, and how to implement it successfully in your organization.

The Shift from Traditional Training to Peer Learning

For decades, corporate training followed a one-size-fits-all approach. Employees attended workshops, watched e-learning modules, or sat through lectures—only to retain a fraction of what was taught.

Why Traditional Training Fails

  • Low Retention Rates – Employees forget information if they don’t apply it immediately.
  • High Costs – Traditional training requires trainers, materials, and travel expenses.
  • Lack of Agility – By the time a new training module is developed, business needs may have shifted.
  • Passive Learning – Employees often consume content but don’t engage with it meaningfully.

Peer learning flips this model upside down. Instead of passively consuming information, employees become active participants in their learning, which increases retention, engagement, and practical application.

💡 Case Study: Laing O’Rourke
The global construction company Laing O’Rourke replaced traditional training with peer-driven, bite-sized learning inspired by TikTok and Instagram. Employees learned on the job through short, engaging peer-led modules, which led to higher retention and improved safety compliance.

The Business Benefits of Peer Learning

1. Higher Knowledge Retention

Employees retain information better when they learn from colleagues in real-world contexts. Unlike static training materials, peer learning incorporates practical problem-solving and hands-on application, reinforcing knowledge.

2. Reduced Training Costs

Formal training programs require dedicated instructors, travel, and expensive learning platforms. With peer learning, organizations tap into existing expertise within their teams, minimizing costs while maximizing impact.

3. Improved Collaboration & Teamwork

Peer learning fosters a culture of shared responsibility, breaking down silos between departments. Employees gain cross-functional insights, leading to better communication and collaboration.

4. Faster Upskilling & Onboarding

Rather than waiting for scheduled training, new hires and existing employees learn in real time from experienced colleagues. This accelerates the learning curve, especially in industries with high turnover, such as hospitality and retail.

💡 Example: Ritz-Carlton’s “Daily Lineup”
Luxury hotel brand Ritz-Carlton uses a peer-driven pre-shift meeting format called the “Daily Lineup,” where employees share guest service insights, problem-solving tips, and success stories. This real-time learning model helps maintain world-class service standards across properties.

5. Greater Employee Engagement & Retention

Employees are more engaged when learning feels relevant and participatory. Peer learning makes training social, interactive, and personalized, leading to higher job satisfaction and lower turnover rates.

How to Implement Peer Learning in Your Organization

1. Build Communities of Practice (CoPs)

What It Is: Groups of employees who meet regularly to discuss challenges, share best practices, and develop solutions together.

How to Implement:

  • Form small learning groups within departments or cross-functional teams.
  • Encourage knowledge-sharing forums in Slack, Microsoft Teams, or Workplace by Meta.
  • Assign peer learning champions to facilitate discussions and document insights.

2. Integrate Peer Learning into Daily Operations

What It Is: Embedding learning moments into existing workflows rather than scheduling separate training events.

How to Implement:

  • Start 5-minute peer learning huddles before shifts to discuss quick tips.
  • Encourage post-shift debriefs to reflect on challenges and solutions.
  • Recognize employees who share best practices with colleagues.

3. Launch Peer Coaching & Mentorship Programs

What It Is: Pairing employees for structured coaching conversations to share insights and skills.
How to Implement:

  • Establish mentorship pairings where experienced employees guide newer staff.
  • Implement reverse mentoring, where younger employees share technology insights with senior leaders.
  • Use peer coaching templates with structured discussion prompts.

4. Utilize Role-Playing & Scenario-Based Learning

What It Is: Employees act out real-world challenges to develop problem-solving skills.
How to Implement:

  • Conduct guest service role-plays in hospitality and retail.
  • Use mock customer calls for reservations and sales teams.
  • Record sessions for peer feedback and self-reflection.

5. Recognize & Reward Peer Learning Contributions

What It Is: Encouraging participation by celebrating knowledge-sharing efforts.
How to Implement:

  • Create a “Peer Learning Champion” badge or leaderboard.
  • Offer incentives for employees who contribute best practices.
  • Publicly recognize employees who mentor, train, or share insights.

Overcoming Common Challenges

🚧 Knowledge Gaps: Some employees may lack expertise to teach others.
✔️ Solution: Provide baseline training to ensure knowledge consistency.

🚧 Reluctance to Participate: Employees may fear judgment or lack confidence.
✔️ Solution: Foster a psychologically safe environment that values all contributions.

🚧 Lack of Structure: Without guidance, peer learning can feel disorganized.
✔️ Solution: Use structured playbooks, discussion guides, and facilitation toolkits.

What’s Next? The Future of Peer Learning

As AI, remote work, and digital transformation reshape learning and development, peer learning will become even more essential. Emerging trends include:

  • AI-Powered Peer Learning – Smart algorithms will match employees with relevant peers based on skills and interests.
  • Mobile-First Microlearning – Bite-sized, peer-led training via short videos, podcasts, and chat-based discussions.
  • Global Knowledge Networks – Companies will connect employees worldwide for cross-cultural learning.

Forward-thinking companies must embrace peer learning now to stay ahead of the curve.

Final Thoughts

Peer learning isn’t just a training method—it’s a competitive advantage. Organizations that empower employees to learn from each other will see higher engagement, faster skill development, and stronger business outcomes.

So, the question isn’t “Should we implement peer learning?” but rather “How fast can we make it happen?”

Would you like to kickstart peer learning at your organization? Let’s discuss practical next steps in the comments!

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Unlocking the Power of AI: Creating Training Scripts and Voiceovers for ILT and Video-Based Courses

Introduction: How AI is Revolutionizing Training Content Creation

The use of AI in instructional design is no longer a futuristic concept—it’s happening right now. Whether you’re developing instructor-led training (ILT) scripts, video-based voiceovers, or entire eLearning modules, AI can help speed up content creation while ensuring high-quality, structured, and engaging materials.

AI tools like ChatGPT and Perplexity offer instructional designers a way to generate training content efficiently, refine it for different audiences, and optimize for engagement. However, like any tool, AI is only as effective as the input it receives. That’s where well-structured prompts come in. This article contains a high-level introduction to prompting – it will get you started.

In this article, we’ll walk through:

  • How to create concise training objectives using AI
  • How to leverage source materials to improve AI-generated scripts
  • A step-by-step process for generating ILT training scripts
  • How to use AI for voiceover scripts in video-based training
  • How to refine and iterate on AI-generated content to ensure accuracy and engagement
  • How defining a role for AI enhances its output quality

Let’s dive into how to structure prompts effectively and use AI as a powerful co-pilot in training content development.

Using AI to Create Concise Training Objectives

Why Clear Training Objectives Matter

Before jumping into script development, you need a solid foundation: clear learning objectives. Well-defined objectives:

  • Provide a focus for course design and content development
  • Help learners understand what they’ll gain from the training
  • Ensure assessments and activities align with learning goals

A good training objective follows the SMART framework:

  • Specific – Clearly defines what the learner will do
  • Measurable – Can be assessed through evaluation
  • Achievable – Realistic given the learners’ background
  • Relevant – Aligns with business or educational goals
  • Time-bound – Can be completed within the course timeframe

How AI Can Help Craft Training Objectives

AI can generate or refine objectives based on course descriptions, source materials, or SME input.

  • Prompt Example #1:
    “Generate three SMART training objectives for a course on cybersecurity awareness for employees. Keep them clear and action-oriented.”
  • Prompt Example #2:
    “Rewrite these training objectives to be more measurable: [paste current objectives].”
  • Prompt Example #3:
    “Suggest learning objectives for a leadership development program that emphasizes communication and decision-making skills.”

Refining these objectives ensures your training is structured and impactful before moving into scriptwriting.

Using Source Material to Enhance AI-Generated Scripts

Why Provide Source Content?

AI is powerful, but it works best with accurate, high-quality source material. Instead of relying on AI to generate scripts from scratch, providing relevant content ensures accuracy and alignment with your organization’s training needs.

Examples of Useful Source Materials:

  • Existing Documentation: Policies, SOPs, compliance guidelines
  • Training Presentations: Slide decks, instructor guides
  • Recorded Webinars: Transcripts from SME presentations
  • Survey Data: Learner feedback to address training gaps

How to Incorporate Source Material in AI Prompts

Some AIs support the capability to upload source content in its original format like PDFs, Word docs, PowerPoint presentations, etc. In other cases you can:

  1. Copy-paste key sections of your training materials into a prompt
  2. Provide a summary of the key concepts
  3. Specify how you want AI to use the content
  • Prompt Example #1:
    “Using this section from our compliance manual, create a 15-minute ILT training script that explains these policies to employees: [paste content].”
  • Prompt Example #2:
    “Summarize the key takeaways from this training presentation and structure them into a voiceover script for a 3-minute video: [paste slide notes].”
  • Prompt Example #3:
    “Based on this SME transcript, create an interactive ILT session that includes discussion questions and activities: [paste transcript excerpt].”

This approach ensures AI-generated scripts are accurate, relevant, and aligned with your training goals.

Enhancing AI Responses by Defining Its Role

One of the most effective ways to improve AI-generated training content is by assigning a role or background when prompting. This helps AI tailor its responses to the appropriate expertise level, tone, and instructional approach.

For example, instead of a generic request like “Create a training script on cybersecurity,” you can specify:

“Act as a senior instructional designer specializing in corporate compliance training. Develop a 30-minute instructor-led training script on cybersecurity best practices for non-technical employees.”

By clearly defining the AI’s role, you:

  • Ensure the response aligns with industry best practices
  • Receive a more structured and relevant output
  • Get content that matches the tone and expertise level needed for your audience

Examples of Role-Based AI Prompts

1️⃣ For an Instructor-Led Training (ILT) Session:
“Act as a corporate trainer with expertise in leadership development. Create a 45-minute ILT session on emotional intelligence for mid-level managers, including an interactive exercise and a discussion guide.”

2️⃣ For Video-Based Training Voiceovers:
“You are an experienced eLearning scriptwriter specializing in compliance training. Write a 3-minute voiceover script for a video on workplace ethics, using a formal yet engaging tone.”

3️⃣ For Refining Course Learning Objectives:
“Assume the role of a senior instructional designer for a Fortune 500 company. Review these draft learning objectives for an onboarding program and rewrite them to be clearer, more engaging, and measurable.”

By incorporating role-based context into your prompts, you guide AI to generate more precise, relevant, and high-quality content that aligns with industry standards and instructional best practices.

Using AI to Generate Training Content Step-by-Step

To ensure a structured and well-reviewed training course, it’s best to prompt AI to wait before creating content until all course materials have been uploaded and reviewed. AI can then assist with the content generation in an iterative, step-by-step manner.

Step 1: Upload and Review Course Content

  • Before requesting AI to generate content, ensure all source materials are gathered.
  • Use a structured prompt like: “Do not generate any training content yet. First, wait until all course materials are uploaded. Once confirmed, begin by creating a course outline.”

Step 2: Generate a Course Outline

  • Start with a high-level structure before developing full content.
  • Prompt AI with: “Now that the course materials are provided, generate a detailed course outline covering all major topics and subtopics.”

Step 3: Review and Revise the Outline

  • Evaluate the AI-generated outline for completeness and logical flow.
  • Request revisions if needed: “Modify this outline to include a dedicated section on [specific topic] and adjust the flow for better comprehension.”

Step 4: Develop Content in Sections

  • Instead of generating an entire course at once, break it into sections.
  • Prompt AI with: “Using the approved outline, generate the content for Section 1: [topic]. Keep it concise and engaging.”

Step 5: Review and Revise Each Section Before Proceeding

  • After each section is generated, review and refine it before moving to the next.
  • Example follow-up prompt: “Revise this section to include an interactive scenario-based exercise.”

Step 6: Continue the Process Until Completion

  • Repeat the process for each section until the course is fully developed.
  • Ensure final consistency and flow before finalizing the content.

By following this step-by-step approach, AI-generated training content remains structured, well-reviewed, and highly effective.

Unlocking the Potential of AI in Training Design

AI can be an invaluable tool for instructional designers, helping to create, refine, and optimize training scripts efficiently. By structuring prompts effectively, leveraging source material, and refining AI-generated content iteratively, you can enhance both ILT and video-based training experiences.

As AI technology evolves, instructional designers have an opportunity to work smarter, not harder—using AI as a co-pilot to develop engaging, effective learning experiences.

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Airline Pricing Introduction Video

Here’s an example of a training video I created using Vyond.

The introduction:

Have you ever wondered how airlines determine the prices of their flights? In this video, we look into the world of airline pricing and explore the various factors that influence fares.
First, we look at the basics of airline pricing, including the different fare classes and the factors that determine their prices. We explain how airlines use complex strategies to calculate fares based on demand, competition, seasonality, and other factors.

Next, we examine how airlines manage their fares to maximize profitability. We explore the concept of dynamic pricing, which allows airlines to adjust prices in real-time based on demand and availability. We also discuss the role of pricing analysts and revenue management teams in setting and managing fares.

Finally, we touch on some challenges airlines face when setting and managing fares, including the impact of external factors such as fuel costs and global events.

By the end of this video, you’ll better understand how airlines set and manage their fares and the factors that influence the cost of your next flight. Whether you’re a frequent flyer or a curious traveler, this video is a must-watch for anyone interested in the fascinating world of airline pricing.

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AI Text-to-Speech Tools Advance at Breakneck Speed, Enhancing Training Development

It’s remarkable how rapidly AI-powered text-to-speech technology has advanced over the past six months.

The current level of technology is so advanced that it can produce spoken words from a written script that sound almost natural, making it difficult for some listeners to discern the difference. Some high-end models can accurately generate speech in numerous languages, while also allowing for the manipulation of attributes such as intonation, inflection, intensity, and pauses. My Chinese colleagues have even confirmed the quality of a Chinese-language training video I produced using a text-to-speech tool that doesn’t support attribute management. Moreover, it’s possible to combine multiple languages seamlessly within a single script, transitioning from spoken Chinese to spoken English and back again.

These tools will be game-changing for training developers who produce content in multiple languages, as a single text-based script can be written in one language, translated into other languages, and then rendered by the AI text-to-speech tool. Below are two samples I produced from the same script, one in English and the other in Chinese. (Note – these videos were produced as tests. They have not been cleaned up for actual rollout to learners.)

English Language Version:

English Language Test

Chinese Language Version:

Chinese Version Test

In addition to examining the specific tool utilized to generate these examples, I have also explored several other tools, such as Amazon Poly, Speechify, Descript, and Google Cloud Text to Speech.

In my evaluation, text-to-speech technology is suitable for internal training when audio-based training is required, and resources are limited for hiring a professional voiceover artist. However, when it comes to customer-facing training, caution should be exercised. While text-to-speech technology may be appropriate for specific customer training use cases, such as detailed training on products, APIs, integrations, and services, it might be better to invest in professional voice-over talent for initial customer training modules, when a key focus in the customer journey is relationship building.

Despite the impressive advances made in the last six months, there is still room for improvement. Some listeners can still distinguish between AI-generated speech and natural speech, particularly in more complex sentences. However, with the rapid pace of development, it’s only a matter of time before AI text-to-speech tools become virtually indistinguishable from human speech. Also, learners are quickly being exposed to AI-rendered speech via content posted to social media platforms.

The recent advancements in AI text-to-speech technology are nothing short of remarkable. They have the potential to transform language training, enhance accessibility for individuals with disabilities, and facilitate cross-cultural communication. As technology continues to evolve, we can only anticipate further breakthroughs in the field of AI-generated speech.

A Little More on the Technology

Here’s a little more background on how AI-powered text-to-speech models work. These cutting-edge tools are revolutionizing the way we interact with technology, making it easier to communicate and learn in multiple languages.

At its core, an AI text-to-speech model is a machine learning algorithm that is trained on large datasets of audio and corresponding text transcripts. These datasets, known as “corpora”, contain vast amounts of recorded speech and text that serve as the model’s training data.

The model is designed to learn the patterns and relationships between the text and the corresponding speech, using a process called “supervised learning”. During this process, the model is trained on thousands of examples of text and corresponding speech, and it gradually learns to associate each word or phrase with the appropriate speech sound.

To achieve this, the model is divided into two main components: the text processing unit and the speech synthesis unit. The text processing unit is responsible for processing the input text and extracting the relevant linguistic features such as phonemes, intonation, and rhythm. The speech synthesis unit takes these linguistic features and generates a corresponding speech signal.

The model’s ability to accurately generate speech is heavily dependent on the quality and diversity of the training data. The more varied the training data, the more accurate and diverse the speech output will be. For this reason, researchers often employ domain-specific corpora, such as medical or legal transcripts, to train the model for specific applications.

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More: An Intro to SaaS Architecture

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Suggestions For New Instructional Designers

I’ve been doing this for while, sometimes new instructional designers ask me for some helpful tips. Here are my top 5:

  1. Focus on learning outcomes: The primary goal of instructional design is to help learners achieve specific learning outcomes. Therefore, it’s essential to design your course or program with these outcomes in mind. Ensure that your content, activities, and assessments align with the learning objectives.
  2. Use multimedia and interactive elements: Use multimedia, such as videos, graphics, animations, and interactive elements, to make the content more engaging and facilitate active learning. For instance, you can use interactive quizzes, games, or simulations to reinforce concepts and provide immediate feedback to learners.
  3. Design for different learning styles: People learn differently, and it’s crucial to consider various learning styles when designing your instruction. Incorporate a range of learning modalities, such as visual, auditory, and kinesthetic, to accommodate diverse learners. Provide different modes of presentation and interaction to appeal to different preferences.
  4. Encourage social learning: Social learning can be a powerful tool for learners. You can encourage collaboration, discussion, and peer feedback through online forums, social media, or group assignments. Social learning can help learners to develop a sense of community and increase motivation.
  5. Evaluate and improve: Evaluation is an essential part of instructional design. Use formative assessments to monitor learner progress and identify areas where improvement is needed. Use summative assessments to measure learner achievement against the learning outcomes. Use feedback from learners and instructors to refine and improve the instruction for the next iteration.
  6. Bonus – Keep it simple: Remember, your learners are not rocket scientists. Unless, of course, your course is about rocket science. In that case, good luck, you’ll need it.

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More: Using Instructional Design to Create High-Quality eLearning Content

(I’m bringing some content over from an old platform.)

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The Path of Assessment

Some thoughts for the learner regarding assessment.

The path of assessment is one of great importance. There are two types of assessments that measure your learning: formative and summative.

Formative assessments are like the wise sage who guides you throughout your journey. They are conducted during your instruction and practice to provide ongoing feedback to you and your teacher about your progress. Formative assessments help you identify where you are struggling and guide your teacher to better meet your needs.

On the other hand, summative assessments are like the final test that determines your level of mastery of the material. They are conducted at the end of a period of learning, such as the end of a unit, course, or school year. Summative assessments are used to make decisions about your grades or promotion to the next level of education.

In short, formative assessments help you learn and grow, while summative assessments determine your level of mastery. Keep walking on this path with great care and diligence, and you will surely find success

Remember, that both formative and summative assessments are important for your learning journey. Formative assessments help you identify your strengths and weaknesses, and provide an opportunity for improvement. Summative assessments help you evaluate your overall progress and understanding of the material.

However, do not become too attached to the results of these assessments. They are simply tools to help you measure your progress and mastery of the material. Your true success lies in the effort you put in every day and the knowledge and skills you gain from your studies.

As you continue on your path of education, keep an open mind and a willingness to learn. Embrace the challenges that come your way and use them as opportunities for growth. With dedication and hard work, you can achieve great things and make a positive impact on the world.

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More: Test and Quiz Questions – Oh My!

(I’m bringing some content over from an older platform.)

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Airline Industry Introduction Training Video

Here’s an example of a training video I created using Vyond for the animated video and Audacity for the voice-over. It is the first video in a series of videos that cover the system and processes airlines use to manage booking, ticketing, and passenger management activities.


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(I’m bringing some content over from an old platform.)

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Test and Quiz Questions – Oh My!

Some thoughts on creating quiz/test questions.

First, the following are some high-level considerations when creating quiz and test questions for adult e-learning courses.

  1. Learning Objectives: Quiz and test questions should align with the learning objectives of the course. They should test the learner’s understanding of the core course material and ensure that they have mastered the key concepts. Before creating quiz questions, it’s important to have a clear understanding of the learning objectives of the course.
  2. Relevance and Real-World Application: Adult learners are typically more interested in learning that is relevant to their work or personal life. Quiz and test questions should be designed to reflect real-world scenarios and applications. This can help learners better understand how to apply the course material in their own lives or work environments.
  3. Clear and Concise Language: Quiz and test questions should use clear and concise language that is easy for learners to understand. Avoid using technical jargon or complex sentence structures that could confuse or distract the learner. Additionally, be sure to provide clear instructions for each question and any supporting materials or resources that may be necessary to answer the question.
  4. Balance of Difficulty: Quiz and test questions should be balanced in terms of difficulty. If all the questions are too easy, learners may not feel challenged and may not be fully engaged. Conversely, if all the questions are too difficult, learners may become frustrated and lose motivation. It’s important to provide a mix of easy, moderate, and difficult questions that challenge learners at different levels of understanding.
  5. Authentic Assessment: Quiz and test questions should be designed to assess the learners’ comprehension and mastery of the course material. This can be achieved through authentic assessments that simulate real-world scenarios and tasks. For example, a case study or scenario-based question can provide a more authentic assessment of the learners’ knowledge and skills than a simple multiple-choice question.
  6. Fairness and Bias: Quiz and test questions should be fair and unbiased. Avoid creating questions that are culturally or gender biased, or that assume a specific level of prior cultural knowledge or experience. Also, ensure that the questions are not overly subjective or open to interpretation, as this can lead to inconsistent grading and perceptions of unfairness. Finally, be sure to review the questions for potential bias and sensitivity with a diverse group of people to ensure that they are fair and inclusive.

True/False Questions:

  1. Clearly state the question and the possible true or false answers.
  2. Make sure that the question is a statement that can be proven true or false.
  3. Avoid double negatives or double positives in the question.
  4. Avoid using “all” or “none” in the question as this can make it too broad.
  5. Use specific and relevant information from the course content or other training document to create the question. In your internal course notes, maintain a reference back to the specific spot in the content where the answer is provided.
  6. Avoid using “sometimes” or “may” in the question as this can make it too ambiguous.
  7. Avoid using negative phrasing in the question, such as “not” or “except”, as this can make it more difficult to understand.
  8. Avoid using absolute words like “always” and “never” in the question as this can make it too broad and not always accurate

Multiple Choice Questions:

  1. Clearly state the question and provide a list of possible answers.
  2. Make sure that the question is a statement that can be answered by one of the options provided.
  3. Use specific and relevant information from the training content to create the question. In your internal course notes, maintain a reference back to the specific spot in the content where the answer is provided.
  4. Avoid using “all of the above” or “none of the above” as an option as it can make the question too broad.
  5. Avoid using similar or identical options as this can make the question too easy.
  6. Avoid using leading or biased language in the question or options.
  7. Avoid using “all” or “none” in the options as this can make it too broad.
  8. Provide options that are similar in length and complexity to prevent one option from appearing more likely to be correct.
  9. Provide options that are similar in length and complexity to prevent one option from appearing more likely to be correct.
  10. Avoid giving away the correct answer in the question itself or in other options.
  11. Avoid using double negatives or double positives in the options.

Creating Fair Questions:

  1. Avoid using personal opinions or biases in the question or options.
  2. Use language that is neutral and inclusive.
  3. Avoid using technical jargon or language that may be unfamiliar to some learners. (Unless the course content is focused on technical jargon or technical language that the learner needs to know.)
  4. Ensure that the question is relevant and aligned with the learning objectives of the course.  (If the question is not aligned with the learning objectives, learns some perceive these as trick questions.)
  5. Avoid making the question too easy or too difficult for the intended audience. As always – know your learners.
  6. Test the question with a diverse group of people to ensure that it is fair and easy to understand.
  7. Avoid using graphics or images that may be offensive or triggering to some learners.
  8. Review and revise the question regularly to ensure that it remains relevant and fair.
  9. Avoid using culturally or socially insensitive language or content.
  10. Avoid using graphics or images that may be offensive or triggering to some learners.
  11. Avoid using leading or loaded questions, which can bias the answers or steer the learners toward a specific answer.

It’s also important to consider the context in which the questions are being used. Are they formative or summative assessments? Are they used for self-assessment or for grading? Different types of questions may be more appropriate for different contexts.

It’s important to keep in mind that designing good questions that are fair, accessible, and align with the learning objectives is an ongoing process and not just a one-time task. You should always be open to feedback and willing to make changes to improve the effectiveness of your questions.

Good quiz and test questions for an eLearning course are fair, accessible, aligned with the learning objectives, and designed with the intended audience in mind. They are clear, and specific, and avoid using biased or loaded language. It’s important to review and revise the questions regularly to ensure they remain effective.

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More: Using Instructional Design to Create High-Quality eLearning Content

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