2020 accelerated digital transformations and there’s no stopping. Companies have to predict how their products and services are changing in the future. Constant agility is key and HR has to work with the business to set up their teams for success. L&D teams are increasing their investment in identifying competencies, mapping skills and building internal capabilities to best prepare the organisation. Micro-learning can be the answer to support your company’s business strategy.
What is micro-learning?
Micro-learning is acquiring new skills in bite-sized chunks, lasting between 3-10 minutes. It has a short-term focus and each session addresses one particular topic or question. Micro-learning becomes therefore extremely action-oriented and empowers the learner to move on with their activities.
Micro-learning can be provided in different shapes and forms. Video tutorials, podcasts, presentations, simulations and games are just a few examples. Depending on the learning needs, organisations can use a variety of micro-learning solutions as the following illustrates:
- New hire onboarding: Welcome video, FAQs
- Compliance training: Informational video, scenario-based activity
- Sales training: Branching scenario with personalised outcomes
- Software training: How-to guide, screencast
- Soft skills training: Podcast, process-based interaction
The benefits of micro-learning
The short sessions allow for content to be repeated over time. By dripping in new modules, the individual can take in more learning on a consistent basis without creating overwhelm. Under the traditional learning approach, it’s expected that participants “forget more than 50% of their of their newly learned material 20 minutes immediately after the lesson ends.”
Employees can choose when they want to learn. If it’s on the way to work, in between meetings or during their break, micro-learning caters for the different learning styles. Having access to a library of content, learners can pick what they need, when they need it.
Participating in a fast gaming round increases engagement and learners can pay their undivided attention to the module. Hooked to the game, they can absorb more knowledge and retain it longer. Games can be played with one learner, as part of a team or peers, leaning on the employee’s inner competitiveness to “to win or simply to prove their own competencies.”
It supports lifelong learning by “bridging the gap between formal and informal learning” as Ilona Buchem and Henrike Hamelmann outlined. Utilising micro-learning in conjunction with other learning interventions creates a holistic approach to learning and developing the workforce, no matter where they are based.
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