From Rigid Scripts to Adaptive Learning: Reflections on eLearning Innovation

"Education is not the filling of a pail, but the lighting of a fire." – William Butler Yeats

We are in exciting times—and especially for me, I can finally see the mainstream adoption of what I had envisioned for so long. Almost 10 years ago, I tried to convince a partner—someone who had programmed their own learning management system—to develop an adaptive element. My vision was clear: learners should not have to sit through e-learnings that they felt were not relevant to them.

Some of the earliest learning programs I designed—where I only worked with e-learning scripts or storyboards—required learners to wait until the audio of each slide finished before they could advance. This approach was not my idea, but rather had been developed by the lady who had been there before me and was going into retirement before handing me the reins in that agency. She showed me her work in learning design, which included small spiral-bound learning handbooks based on programmed learning—an early form of computer-based training where learners had to return and repeat sections if they answered something incorrectly. This was the first time I saw it as a product for corporate training. She also shared her selection of CD-ROMs for training, as computer-based training was developed and sent to clients as CD-ROM copies via post during most of her career. She really was a kind of pioneer.

The Evolution of Learning Management Systems and Instructional Design Practices

By the time I stepped into my role, WBTs had already evolved, but programmers and graphic designers still adapted projects by hand, making every endeavor labor-intensive. But it meant that I could focus on my core skills as learning designer. This experience sometimes leaves me questioning the role of the instructional designer today who is expected to fulfill literally a minimum of six different job roles in one.

While I can design courses in tools like Captivate or Storyline, my true expertise lies in interactive e-learning instructional design: conceptualizing the course, selecting appropriate didactical approaches, performing learning needs analyses, defining learning gaps, and crafting learning objectives—all while considering the demographics and backgrounds of the target audience. I excel at discussing learning solutions and outcomes with customers, - not color shades with five different people.

My Background: From Teaching Aspirations to Digital Learning Innovation

I initially started studying to become a teacher, where I learned traditional didactics and project-based group learning methods. However, I soon realized that what truly excited me was conveying information to adults—more specifically, creating engaging and relevant knowledge experiences. I transitioned into a media-focused Master's degree, aiming to become a journalist. Early on, I worked as an online and video editor, built websites around specific topics, and later took on roles as a copywriter and project manager for interactive projects such as museum exhibits and educational websites. It was only later that I landed my first instructional design gig—writing scripts for e-learning courses—and I’ve been hooked ever since.

Form over Function? Design that Supports Learning

Unfortunately, I've encountered agencies that apply a cookie-cutter approach to every topic, neglecting the nuances between informational content and processes that truly require learners to understand and apply new skills in real-world situations. These companies often skip essential steps, hastily converting scripts into PowerPoint slides with standard templates and visuals rather than creating meaningful interactions. Visual appeal is of course important—it should look professional, appealing, and user-friendly—but I believe we shouldn't spend excessive time or budget on superficial visual elements (what I call "Schmuckbilder") that don’t serve the learning goals. As much as I appreciate good design, it’s not my core expertise—and it shouldn’t distract from the actual instructional strategy.

AI-Powered Adaptive Learning: Transforming eLearning Personalization

This is where the developments in AI tools, bots, and adaptive learning platforms come into play. When I proposed an adaptive learning platform nearly a decade ago, it felt ahead of its time. The limited tools available back then and the vision of developers I spoke with didn't align. Now, with AI tools becoming more accessible, I can't express how excited I am about harnessing their full potential to create courses that offer adaptive learning paths tailored to learners' needs, goals, and skills. This approach allows for the presentation of relevant content—moving beyond the outdated model of forcing learners through material that doesn't support their growth.

In addition, I was finally able to successfully build an app that utilizes automation and AI agents for my LearnBlend Method tool, which is part of my instructional design course. This app previously existed in the form of conditional output, but the new version takes it to another level.

The Evolving Role of Instructional Designers and Learning Consultants in an AI Landscape

However, you may wonder: What is the instructional designer's role in this AI landscape? Even within a powerful adaptive LMS like Litmos (which I use here as an example), learning strategists and instructional designers are more crucial than ever, and here's why:

Strategic Course Design and Learning Architecture
Litmos can deliver and track training, but the content must be carefully designed to align with organizational goals. Instructional designers and consultants excel at creating engaging, relevant, and effective learning experiences that ensure knowledge retention and practical application.

Human-Centered Personalization & Interactive Learning Experiences
While Litmos acts as a delivery platform, it is the learning strategists who ensure courses are interactive and adhere to adult learning principles. They incorporate multimedia, simulations, and customized learning journeys that support the learner's unique context and goals. I think this needs more care and attention than ever.

Data-Driven Continuous Improvement and Learning Optimization
Instructional designers play a vital role in refining learning programs based on feedback and analytics provided by platforms like Litmos. They use this data to improve engagement, knowledge transfer, and overall learning outcomes.

Strategic Business Alignment and Performance Impact
Learning consultants ensure that training aligns with organizational objectives, culture, and strategies. They bridge the gap between learning and real-world business impact.

Holistic Learning Experience Curation
Even though Litmos manages logistical aspects such as tracking progress and certifications, designers curate the right mix of modalities (online, blended, in-person) to maintain engagement and support the transfer of knowledge into practical application.

Crafting Modular, Adaptive Learning Journeys That Transform Performance

Especially when envisioning the full potential of personalized learning experiences, it is crucial to ensure that each component of the curriculum is meticulously designed to function both as a stand-alone module and as an integral part of a cohesive learning journey. These elements must not only align seamlessly with one another but also effectively address specific training gaps identified through data analysis, ensuring relevance to the distinct needs and goals of each learner.

While AI excels in processing and analyzing large datasets, the indispensable human element—particularly the power of discernment and contextual understanding—cannot be replaced. The nuanced insights and expertise that skilled instructional designers and learning consultants bring to the table are essential for creating dynamic, engaging, and truly effective learning paths that resonate with individual learners.

Emerging Learning Roles in the Age of AI

Several articles have identified new roles within the evolving field of instructional design. While I find some of these titles useful as directional thinking, they can also seem a bit buzzword-heavy. Here are the ones often mentioned:

- Learning Analytics and Skills Strategist

- Learning Experience Engineer

- Ethical Learning Architect

- AI-Enhanced Learning Product Owner

In my view, the real takeaway is that data-driven design, user experience, and ethical considerations must be interwoven into any learning strategy. Regardless of the job title, successful learning professionals will increasingly combine instructional theory, analytics, and digital product thinking.

Beyond Automation: Applying Cognitive Science to Personalized Learning

It is my personal conviction that we can evolve to the next level of interactive online training by integrating findings from cognitive science and behavioral psychology. This means adapting learning paths to how the brain processes and retains information, using techniques such as spaced repetition, chunking, and associative learning. Courses should be designed to meet different learner preferences—visual, auditory, experiential—and connect new knowledge to learners’ existing mental models, prior experience, job roles, and individual interests. That’s when learners will stay engaged, feel personally addressed, and be able to apply new skills directly in their daily work. Automated course generation alone cannot achieve that yet.

The Learner-First Approach

For companies investing in training, adopting a learner-first approach delivers measurable returns. When your training respects employees' time by providing relevant, role-specific content, engagement increases naturally. Rather than forcing all staff through identical learning paths, adaptive systems allow each employee to focus on what matters for their specific responsibilities. This approach reduces training time while improving knowledge application, directly impacting your bottom line through increased productivity and reduced time away from core responsibilities.

Industry Trends and Market Impact

Leading organizations are already reaping the benefits of adaptive learning technology. Recent market research shows companies implementing these approaches have reduced training time by up to 40% while reporting improved knowledge retention and application. The global adaptive learning market is projected to grow significantly over the next five years as more organizations recognize the competitive advantage of personalized learning experiences. Those who delay implementation risk falling behind in both talent development and operational efficiency.

Implementing Adaptive Learning: Practical Steps for Organizations

Start your journey toward adaptive learning with these strategic steps:

- Audit your current training for opportunities to implement role-based pathways

- Identify skills critical to different positions and create modular content aligned to these skills

- Implement pre-assessments to help employees bypass content they've already mastered

- Start with high-impact training areas where personalization would deliver immediate value

- Use the capabilities within your existing LMS before investing in new technology

Addressing Common Organizational Concerns

Companies often worry about the cost and complexity of implementing adaptive learning. However, the return on investment typically manifests in reduced training time, improved performance, and increased employee satisfaction. The real question isn't whether you can afford to implement adaptive learning, but whether you can afford not to, as competitors who optimize their training gain significant advantages in workforce capability and agility.

The Future of Corporate Learning

Forward-thinking companies will increasingly integrate learning into workflows rather than treating it as a separate activity. Adaptive systems will deliver just-in-time guidance tailored to each employee's role and current skill level. Organizations that embrace these technologies while maintaining a focus on business outcomes will create sustainable competitive advantages through more capable, adaptable workforces.