{"id":9962,"date":"2026-08-12T09:30:00","date_gmt":"2026-08-12T07:30:00","guid":{"rendered":"https:\/\/seriousfactory.com\/blog\/how-to-make-e-learning-training-more-action-oriented\/"},"modified":"2026-08-13T09:18:30","modified_gmt":"2026-08-13T07:18:30","slug":"how-to-make-e-learning-training-more-action-oriented","status":"publish","type":"post","link":"https:\/\/seriousfactory.com\/blog\/en\/how-to-make-e-learning-training-more-action-oriented\/","title":{"rendered":"How to Make E-Learning Training More Action-Oriented"},"content":{"rendered":"

Making e-learning training action-oriented<\/strong> refers to the instructional design process that transforms the simple dissemination of theoretical information into genuine practical training. To achieve this, you need to design interactive pathways integrating branching scenarios, professional role-play setups, and assessment based on behavioral choices rather than traditional declarative validation.<\/strong><\/p>\n

An employee passes their module with a perfect score. They answer the final quiz flawlessly. Yet, they find themselves unable to apply the procedure when faced with an unexpected complex situation in the workplace. This observation highlights the direct gap between theoretical retention and concrete action. Training departments regularly share this legitimate frustration. Learners memorize concepts to pass a one-off assessment but do not acquire the operational reflexes needed to manage daily challenges on the job. Acquiring knowledge does not guarantee competence. True competence requires concrete, repeated, and contextualized practice.<\/p>\n

This issue stems from the design of traditional digital formats. Conventional e-learning delivers information smoothly at scale, but rarely trains learners in actual decision-making. Scrolling through linear slides and completing multiple-choice questions keeps the user passive. On the job, teams do not click on pre-formatted options. They analyze complex environments, interact with demanding customers, and make decisions under pressure. Instructional design must incorporate action-centered practice mechanics.<\/p>\n

This article outlines the methodology to transform passive learning paths into active training setups that deliver tangible field results. To ensure this skills transfer, L&D managers are turning to interactive approaches made accessible by authoring tools like VTS Editor<\/a><\/strong>. Creating serious games<\/a><\/strong> is becoming a key strategy. These setups place the employee at the heart of an interactive scenario where every decision alters the outcome. Learners can experience their own mistakes safely, building durable behavioral habits.<\/p>\n

Why Traditional E-Learning Struggles to Change Behaviors<\/h2>\n

The Limitations of Top-Down Learning Formats<\/h3>\n

Traditional digital learning design often relies on piling up information. Designers stack theoretical concepts without immediate practical connections. Learning paths usually consist of dense slides, unidirectional explainer videos, and a final quiz. This approach generates superficial engagement. Training managers frequently notice this in the field: learners mechanically click through screens, driven solely by the goal of obtaining the required completion certificate. While the LMS dashboard displays reassuring completion rates, this passive setup prevents long-term retention. Faced with linear content, employees are not prompted to think or solve concrete problems; they simply sit through the module.<\/p>\n

This lack of deep interactivity leads to rapid memory decay. Information retention drops drastically without practical application. The 70:20:10 model, formalized by researchers Morgan McCall, Michael Lombardo, and Ann Morrison in 1996, demonstrates that 70% of useful learning comes from experience and on-the-job practice. Top-down formats do not challenge the brain to apply concepts to resolve urgent issues. Back on the job, the employee feels helpless when dealing with an angry customer or a major technical issue. Theoretical knowledge was never tested in real conditions. Without facing the consequences of their choices during training, their learning remains limited. Traditional modules strip away the core mechanism of human progress: making mistakes and receiving immediate correction. Knowledge remains abstract, failing to translate into practical behavioral habits.<\/p>\n

To break away from this top-down dynamic, instructional design must pivot toward contextual practice. It is essential to integrate demanding interactive scenarios that require genuine professional decisions. Developing serious games directly addresses this structural need by replacing passive reading with active behavioral training. A professional authoring tool simplifies this transition, allowing you to quickly design rich, non-linear learning paths. Learners engage in dialogue, evaluate realistic business contexts, and deal with the direct consequences of their choices, ensuring solid retention.<\/p>\n

The Lack of Cognitive Challenge in Assessment<\/h3>\n

Final evaluations in digital learning paths almost always rely on multiple-choice quizzes. Learners check boxes to finish quickly, securing a passing score with minimal cognitive effort. The company then checks the box, assuming the skill is officially acquired. This illusion of skill acquisition through quizzes is a costly bias for training departments. This method only validates short-term recall. It tests whether an employee can repeat recently read text but fails to measure their actual ability to use it in context. Research by Will Thalheimer (2016) on training evaluation supports this: traditional multiple-choice questions consistently fail to predict future on-the-job performance. In the field, employees do not choose from three pre-written answers. They interpret nuanced contexts, decode human behaviors, and make decisions under time constraints. Multiple-choice quizzes oversimplify professional complexity and eliminate the cognitive effort required to build professional reasoning.<\/p>\n

This lack of deep cognitive challenge hinders skills transfer. To build an action-oriented e-learning training<\/strong> that actually changes behavior, learners must face uncertainty. They need to think through open-ended problems and make difficult choices. Daily business situations require choosing between imperfect options, such as adapting a strict procedure to a unique customer case. By limiting thinking to mechanical choices, standard e-learning deprives employees of the vital problem-solving practice they need. Training becomes a mere compliance exercise. I regularly observe the frustration of L&D managers facing a major gap between excellent online pass rates and persistent behavioral errors in the field, which cost organizations dearly.<\/p>\n

Instructional design must fundamentally pivot on this assessment model. Serious games make it possible to move away from declarative testing and evaluate through contextual action. Learners navigate detailed branching scenarios where every choice generates direct consequences in their virtual environment. Using an authoring tool like VTS Editor helps serialize these complex branching paths, allowing you to replace binary testing with interactive scenarios that require real analysis and synthesis. Competence is thus measured by the ability to resolve a concrete business issue.<\/p>\n

The Flaws of Traditional Impact Tracking<\/h3>\n

Objectively measuring competence is hindered by the limitations of traditional performance indicators. Most training departments rely on standard LMS dashboards that highlight connection time and completion rates. This is the \u00ab\u00a0time-spent\u00a0\u00bb trap. An employee who scrolls through screens for forty-five minutes proves their presence but does not necessarily gain operational capability. The L&D manager sees green lights for administrative completion, while the field manager notices zero improvement in daily performance. Analytics often stop at the final slide, making it impossible to measure the employee’s actual ability to apply what they learned. This confuses content consumption with professional mastery.<\/p>\n

As long as assessment relies on superficial metrics, skills transfer remains unverified. Getting a perfect score on a conflict management quiz reassures the administrative team, but does not predict how an employee will react to intense on-the-job tension. To measure true learning, tracking must capture the entire decision-making process. It needs to analyze errors in judgment and successive behavioral adjustments. Serious games meet this exact need for advanced analytics. Learners are no longer judged on how fast they read a policy, but on their actions within a complex, shifting scenario.<\/p>\n

By designing these paths with VTS Editor, instructional designers access crucial analytics. The authoring software tracks highly precise behavioral data, recording the exact paths chosen by the user and evaluating the relevance of their responses to targeted business challenges. The tool identifies exactly where learners excel and pinpoints areas of uncertainty where more practice is required. Training managers gain tangible, actionable indicators to prove that e-learning translates into measurable skills development, going far beyond a simple connection timer.<\/p>\n

Instructional Methods That Anchor Skills<\/h2>\n

Contextualization Through Interactive Practice<\/h3>\n

To generate rich, relevant behavioral data, the training content itself must evolve. Traditional training often relies on abstract concepts disconnected from daily life, dictating general rules for learners to memorize. The bottleneck here is operational application. An employee might read a detailed procedure on sales negotiation or fire safety but still not know how to apply it when facing a difficult client or an unexpected production line breakdown. Without a direct link to their daily reality, information remains superficial, fading fast without building useful memory anchors. Developing skills requires dealing with real-world problems directly.<\/p>\n

Visual and narrative contextualization in learning paths bridges this application gap through realism. By replacing theory with familiar scenarios, training setups force employees to actively use their knowledge. When facing realistic characters, credible dialogue, and challenges related to their jobs, their attitude changes. Learners do not just read descriptive sentences; they take action. This tension replicates field dynamics. Every choice yields visible consequences in the learning environment. Employees practice spotting non-verbal cues, analyzing context, and making decisions under pressure. This problem-solving effort is the driving force behind durable corporate learning.<\/p>\n

This is the core mechanism used by high-performing serious game designers. With VTS Editor, instructional designers build realistic workspaces that reflect company environments. They integrate precise professional vocabulary and organization-specific challenges. The software enables step-by-step creation of challenging interactive scenarios. Learners navigate from one complex decision to the next. Making mistakes becomes a powerful learning tool for the brain\u2014completely free of real-world risks, yet highly constructive. By testing different approaches to a concrete problem, employees adjust their reflexes and solidify practical skills they can apply intuitively on the job.<\/p>\n

The Pedagogical Value of Branching Scenarios<\/h3>\n

Branching scenarios rely on a tree-like decision structure. This design perfectly mirrors the unpredictability of professional environments. A linear training path offers a sequential experience where the user simply consumes information, which is highly unrealistic compared to real-world challenges. Branching logic redirects the story with every key action a learner takes. On the job, an awkward response to an angry client cannot be undone by a red error message. It sparks a hard-to-manage chain reaction, causing a communication breakdown or a lost sale. Replicating this complex dynamic forces employees to anticipate their actions and project the short- and long-term impact of their words. This is the key benefit of using VTS Editor to build mature serious games. The tool provides an intuitive visual flowchart interface to design complex behavioral scenarios, allowing creators to build multiple coherent narrative branches without running into programming roadblocks.<\/p>\n

This non-linear architecture restores the pedagogical value of making mistakes. In the workplace, technical or behavioral errors carry real risks that often impact the employer. A gamified e-learning module provides a safe, supportive practice environment where employees are encouraged to explore different problem-solving paths. They can deliberately choose incorrect options to test procedure limits or assess the strength of a sales pitch without immediate performance pressure. Learners observe the consequences of their poor choices firsthand during the exercise. They watch interactive characters react, decode facial expressions, or see key performance indicators drop. This instant contextual feedback is far superior to formal multiple-choice quizzes.<\/p>\n

Failing at a conflict resolution strategy with a virtual teammate leaves a lasting impression, triggering true awareness for struggling learners. Employees internalize proper behaviors through lived experience rather than rules. They stop following abstract instructions out of mere compliance; instead, they act correctly because they have personally experienced the shortcomings of alternative approaches. By replaying the sequence to correct their approach, they validate their learning through active practice, turning declarative knowledge into operational habits ready for the field.<\/p>\n

Sustaining Engagement Through Gamification<\/h3>\n

Once the value of learning from mistakes is established, the core challenge for training managers is keeping learners focused on this active training model throughout the pathway. Attention naturally drops during passive theoretical delivery. Gamification offers a highly effective, operational solution by structuring modules around clear goals, progress gauges, and concrete challenges. Adults only stay engaged long-term when they perceive a clear purpose, milestones to hit, and real cognitive challenges to overcome. In a well-designed serious game, every step forward fuels momentum. Every correct decision or validated performance indicator serves as a strong cognitive driver. The learning path shifts from a static slide deck to a series of rewarding milestones. Employees actively drive their own progress, taking ownership of their professional development.<\/p>\n

This sustained attention relies heavily on interaction quality. The frequency of feedback provided for each action is critical; a lack of immediate response is the biggest obstacle to continuous engagement. Using a specialized authoring tool like VTS Editor, instructional designers can easily integrate advanced skills assessment gauges. They can add dynamic scoring and instant behavioral feedback to every scene. Employees see the second-by-second impact of their choices on the business scenario. This dynamic feedback loop naturally drives them to replay the exercise to improve their score.<\/p>\n

Whether they want to refine a specific management style or perfect a tricky sales closing, this voluntary, repetitive practice is driven by personal challenge. This repetition is essential to anchor skills in the long term, helping combat post-training drop-off feared by HR departments. Developing professional reflexes requires repeated practice until the on-the-job skill becomes fluid and intuitive. By turning a linear sequence into an engaging challenge, organizations ensure their teams practice enough to effectively apply these new behaviors directly in their operational roles.<\/p>\n

How to Structure and Deploy Practice Setups at Scale<\/h2>\n

An Authoring Tool Designed for Behavioral Scenario Planning<\/h3>\n

Designing these feedback loops and choice-driven training paths presents a significant technical challenge. Instructional design teams face increasing demands for complexity, with branching paths and direct behavioral consequences now standard expectations. However, designers often hit technical walls with traditional market solutions. These tools often force a difficult compromise: rapid production that yields poor, linear pathways, or highly time-consuming custom development that requires advanced programming skills. This trade-off limits L&D ambitions and sometimes forces teams to abandon interactive practice in favor of passive, theoretical slides.<\/p>\n

Adopting a specialized authoring tool removes this operational bottleneck. At Serious Factory, we designed VTS Editor specifically for advanced behavioral scenario planning. This tool allows creators to visually build branching user pathways without writing a single line of code. Instructional designers regain total control over their learning projects, focusing on their core expertise instead of debugging code. They can concentrate on creating realistic business scenarios, writing accurate dialogue, and refining skill assessments. Narrative branches expand visually on a fluid interface, making it easy to integrate evaluation gauges or complex conditional paths triggered by user choices.<\/p>\n

This simplified creation process fundamentally changes daily workflows. Designers can quickly build comprehensive serious games, producing rich, gamified e-learning modules without sacrificing instructional quality. Scaling production no longer means sacrificing story depth. Designers can iterate, test, and adjust character behaviors rapidly. They can modify environmental setups in just a few clicks based on business feedback, ensuring strict alignment with operational requirements and regulatory updates. Organizations gain strong internal production agility to respond quickly to urgent upskilling needs.<\/p>\n

Granular Data Analysis with a Dedicated Platform<\/h3>\n

Once these non-linear paths are designed, deploying them effectively is the next challenge. Companies typically rely on traditional LMS platforms designed to manage conventional theoretical content, host catalogs, and track basic completion rates. This generic approach falls short for modern, practice-focused training setups. An interactive module generates a massive amount of valuable behavioral data. Traditional standards struggle to leverage this data beyond simple raw scores. Condensing a complex scenario into a passing percentage hides how employees actually worked through difficulties. Shifting to granular tracking is essential for L&D teams to understand how competence builds and where recurring operational blockages occur.<\/p>\n

This is where a platform dedicated to practice deployment comes into play. An ecosystem like VTS Perform<\/a><\/strong> addresses this need for behavioral analysis. This LMS environment is specifically designed to host serious games and interactive paths, capturing all the rich interactions generated by learners. The tool goes beyond binary completion status or overall session duration. It analyzes the exact branches chosen by learners throughout the interactive experience. Training teams can visualize hesitation, common errors in judgment, or avoidance behaviors. This granular tracking reveals failure patterns, showing whether an employee masters the initial sales pitch but struggles with the close, or applies theoretical rules too rigidly.<\/p>\n

This data collection shifts the role of the corporate trainer. Collected insights allow for targeted, constructive feedback based on concrete actions taken in the scenario rather than vague general impressions. By pinpointing the exact branch where a user struggled, managers can tailor individual support with precision. Skills development goes beyond automated email follow-ups to fuel highly productive human coaching sessions. This synergy between digital tools and management support ensures optimal transfer of training to the field.<\/p>\n

Accelerating Training Content Production<\/h3>\n

Beyond granular analysis, training departments face a constant operational challenge: speed. Business needs require practice paths that are immediately available to respond to unexpected operational demands, such as strict new regulations or major procedure updates. Designing every interactive e-learning module from scratch takes too long, slows down deployment, and creates operational bottlenecks. To maintain momentum, L&D leaders must capitalize on off-the-shelf resources. Relying on proven, existing content allows teams to quickly build or supplement their blended learning pathways without compromising on practical training requirements.<\/p>\n

This quality-driven industrialization relies on curated catalogs. Accessing a specialized marketplace like Virtual Training Place (VTPlace) allows organizations to tap into a vast library of serious games. They can access ready-to-use scenario-based modules on common topics (management, sales, safety), bypassing time-consuming ideation, scripting, and graphic design phases. Sometimes, specific needs require strong visual alignment with the company\u2019s actual workplace. Integrating custom-built interactive video modules offers a rapid, high-impact alternative.<\/p>\n

Production offers like SF Studio deliver filmed interactive sequences at speed. This approach combines technological acceleration with Serious Factory’s human instructional expertise. Learners face real professional situations, make decisions on camera, and immediately see the scripted outcomes of their choices\u2014all produced on tight timelines compatible with budget constraints. This smart resource mix alters deployment planning. Training teams can design custom paths using VTS Editor for core business expertise while incorporating off-the-shelf content or interactive video for general awareness. Instructional designers spend less time on repetitive production cycles and focus instead on assembling complementary training blocks, ensuring just-in-time skill development.<\/p>\n

Moving from Theory to Action in the Field<\/h2>\n

Theoretical mastery of a complex process or management style does not guarantee correct execution in the field. Technical or behavioral knowledge is only valuable to the company if employees apply it correctly under the real, daily pressures of their roles. Too many digital setups still limit themselves to testing basic recall at the end of a module, ignoring the learner\u2019s ability to apply that knowledge under stress. Genuine action-oriented e-learning training<\/strong> must bridge this gap between conceptual understanding and practical application. The challenge for training teams is to design learning paths that demand real, complex decision-making. These scenarios should spark constructive errors, allow room for doubt, and facilitate ongoing adjustments. Only through repeated behavioral practice can abstract theory become a reliable, repeatable professional reflex that delivers value to the employer.<\/p>\n

Training departments that refocus their digital design on practical application secure a clear competitive edge. They accelerate employee upskilling, maximize training budgets, and significantly improve overall organizational performance. By replacing passive formats with interactive, contextualized paths, they prove their strategic value internally and demonstrate the direct, measurable impact of learning on business metrics. This is where serious games prove their worth, challenging employees with demanding, nuanced cases without any risk to operations. VTS Editor empowers creators to easily build this essential practice logic, designing sophisticated branching scenarios that adapt to the user’s tactical choices. Organizations can thus ensure that every hour of digital learning delivers immediate operational capability.<\/p>\n

Frequently Asked Questions (FAQ)<\/h2>\n

What is action-oriented e-learning training?<\/h3>\n

Action-oriented e-learning training refers to a learning program focused on practical application and behavioral training. It confronts learners with realistic business situations to build concrete decision-making habits. Unlike purely theoretical e-learning, it aims to develop skills that are directly applicable in the workplace.<\/p>\n

How can you measure the ROI of an interactive module?<\/h3>\n

Measuring return on investment goes beyond basic completion rates or quiz passes to analyze precise behavioral data. A dedicated deployment platform tracks user choices, recurring mistakes, and hesitation times. This objective data allows training departments to prove real skill development when faced with specific professional situations.<\/p>\n

Why prioritize branching scenarios in corporate training?<\/h3>\n

Branching scenarios replicate the complexity of daily professional and technical interactions. They provide a safe environment where learners can observe the direct consequences of their decisions without operational risks. Facing mistakes and receiving instant feedback strengthens long-term retention and behavioral change.<\/p>\n

Which tools simplify serious game creation?<\/h3>\n

Scaling these modules requires a specialized authoring tool designed to visually manage advanced behavioral scenarios. These tools eliminate the need for coding, allowing instructional designers to focus on building realistic business scenarios, writing quality dialogue, and structuring effective skill assessments. VTS Editor<\/a> is the perfect authoring tool for this. With no technical or graphic design skills required, instructional designers can create such learning experiences in just a few days.<\/p>\n","protected":false},"excerpt":{"rendered":"

Making e-learning training action-oriented refers to the instructional design process that transforms the simple dissemination of theoretical information into genuine practical training. To achieve this, you need to design interactive pathways integrating branching scenarios, professional role-play setups, and assessment based on behavioral choices rather than traditional declarative validation. An employee passes their module with a perfect score. 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Move from theory to practice with interactive branching business scenarios.","yoast_head":"\nHow to Create Action-Oriented E-Learning Training<\/title>\n<meta name=\"description\" content=\"Discover how to design action-oriented e-learning. Move from theory to practice with interactive branching business scenarios.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/seriousfactory.com\/blog\/en\/how-to-make-e-learning-training-more-action-oriented\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How to Create Action-Oriented E-Learning Training\" \/>\n<meta property=\"og:description\" content=\"Discover how to design action-oriented e-learning. Move from theory to practice with interactive branching business scenarios.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/seriousfactory.com\/blog\/en\/how-to-make-e-learning-training-more-action-oriented\/\" \/>\n<meta property=\"og:site_name\" content=\"Serious Factory\u2019s latest news\" \/>\n<meta property=\"article:published_time\" content=\"2026-08-12T07:30:00+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-08-13T07:18:30+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/seriousfactory.com\/blog\/wp-content\/uploads\/2026\/08\/how_to_make_e_learning_training_more_action_oriented.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"800\" \/>\n\t<meta property=\"og:image:height\" content=\"446\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"William PERES\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@Serious_Factory\" \/>\n<meta name=\"twitter:site\" content=\"@Serious_Factory\" \/>\n<meta name=\"twitter:label1\" content=\"\u00c9crit par\" \/>\n\t<meta name=\"twitter:data1\" content=\"William PERES\" \/>\n\t<meta name=\"twitter:label2\" content=\"Dur\u00e9e de lecture estim\u00e9e\" \/>\n\t<meta name=\"twitter:data2\" content=\"18 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/seriousfactory.com\\\/blog\\\/en\\\/how-to-make-e-learning-training-more-action-oriented\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/seriousfactory.com\\\/blog\\\/en\\\/how-to-make-e-learning-training-more-action-oriented\\\/\"},\"author\":{\"name\":\"William PERES\",\"@id\":\"https:\\\/\\\/seriousfactory.com\\\/blog\\\/#\\\/schema\\\/person\\\/ff78c4739fe0285ca74f732e8b46bd09\"},\"headline\":\"How to Make E-Learning Training More Action-Oriented\",\"datePublished\":\"2026-08-12T07:30:00+00:00\",\"dateModified\":\"2026-08-13T07:18:30+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/seriousfactory.com\\\/blog\\\/en\\\/how-to-make-e-learning-training-more-action-oriented\\\/\"},\"wordCount\":3414,\"publisher\":{\"@id\":\"https:\\\/\\\/seriousfactory.com\\\/blog\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/seriousfactory.com\\\/blog\\\/en\\\/how-to-make-e-learning-training-more-action-oriented\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/seriousfactory.com\\\/blog\\\/wp-content\\\/uploads\\\/2026\\\/08\\\/how_to_make_e_learning_training_more_action_oriented.jpg\",\"articleSection\":[\"Instructional Design\"],\"inLanguage\":\"fr-FR\"},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/seriousfactory.com\\\/blog\\\/en\\\/how-to-make-e-learning-training-more-action-oriented\\\/\",\"url\":\"https:\\\/\\\/seriousfactory.com\\\/blog\\\/en\\\/how-to-make-e-learning-training-more-action-oriented\\\/\",\"name\":\"How to Create Action-Oriented E-Learning Training\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/seriousfactory.com\\\/blog\\\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\\\/\\\/seriousfactory.com\\\/blog\\\/en\\\/how-to-make-e-learning-training-more-action-oriented\\\/#primaryimage\"},\"image\":{\"@id\":\"https:\\\/\\\/seriousfactory.com\\\/blog\\\/en\\\/how-to-make-e-learning-training-more-action-oriented\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/seriousfactory.com\\\/blog\\\/wp-content\\\/uploads\\\/2026\\\/08\\\/how_to_make_e_learning_training_more_action_oriented.jpg\",\"datePublished\":\"2026-08-12T07:30:00+00:00\",\"dateModified\":\"2026-08-13T07:18:30+00:00\",\"description\":\"Discover how to design action-oriented e-learning. 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