How can your team use microlearning to make learning more accessible?

1. Identify Learning Goals: Determine the specific learning objectives and goals you want to achieve with microlearning. 2. Content Chunking: Break down complex topics or courses into bite-sized modules or lessons. Each module should focus on a single learning objective. 3. Create Engaging Content: Develop interactive and engaging microlearning content, including videos, quizzes, infographics, or short articles. 4. Accessibility Considerations: Ensure that all microlearning content is accessible to individuals with disabilities. Provide alternative formats for content, such as transcripts for videos. 5. Mobile-Friendly Design: Optimize content for mobile devices, as microlearning is often consumed on smartphones or tablets.

“The only thing worse than training your employees and having them leave is not training them and having them stay.“ Alignment and allocation of time for training is always a challenge. Micro learning can cover a broad spectrum of content and yet be a manageable double-dip benefit for both the company and employees. 5 to 20 minutes of good YouTube micro learning content a day can transform an employee’s career and supercharge a company’s trajectory. I encourage investing one of your daily breaks, skip the social media and instead try learning a new skill, better understanding a complex matter, learn some tips to I improve your own career, or simply get some memetic motivation.

Microlearning hits two targets with a single arrow. Bite sized content when consumed consistently helps teams feel more productive, relevant, and less occupied at the same time. Subjects today are getting concise. Whatever works without sounding like a burden works well.

Micro learning to me is all about leveraging the power of compounding, my mind immediately goes to the concept of getting 1% better a day. My favorite strategy to implement this is the 30-for-30 challenge. Breaking down a seemingly overwhelming task or subject into 30 minutes for 30 days straight, it works wonders!

I am a big fan of listening to podcasts while getting ready or going on walks. Have found though that it is quite difficult to convince others to carve out 30-60 minutes on a topic. Sharing a 3-5 minute Youtube at the beginning of a team meeting, then using that to frame a group conversation seems to engage best.

Microlearning should be gamified and fun. If it’s a 20-minute e-learning, then it should have some interactive graphics like a game ensuring that the learner is engaged and will retain the concepts. It should also have a short quiz at completion that should allow many retakes. There is no point denying retake attempts as retakes reinforce learning and it’s more time invested by the learner. Let them be imperfect and motivated at the same time.

I completely agree with the principles of micro learning. In a team who are experiencing change fatigue, it can sometimes be difficult to focus on a larger task - such as learning a new productivity software being adopted by the company. Microlearning takes advantage of being able to learn one part of the software at a time, while increasing their comfort level with daily use.

MicroLearning is the "google search" equivalent of knowledge building. When you search for a topic, you get quick information and satisfy the first level of curiosity. MicroLearning takes you one step further. A little more information and a quick assessment to ensure that you retain the knowledge. 15-20 mins, interactive, gamified, immersive and engaging options can totally transform your outlook and keep you on the path towards continuous learning.

Think of microlearning for your team as a series of mini workshops or quick bursts of knowledge. It's like offering them a collection of short, focused learning experiences that they can easily fit into their busy schedules. Instead of sitting through long, time-consuming training sessions, microlearning allows your team to learn at their own pace, whenever and wherever they want. It's like providing them with a library of concise, targeted learning modules that they can access whenever they need to brush up on a specific skill or acquire new knowledge. Microlearning empowers your team to learn efficiently and effectively, like having a toolbox of handy learning resources that they can access whenever they need a quick boost of expertise.

Microlearning can boost morale in the workplace, is a quick and easy way to ensure everyone has access to education and growth.

Ask team members to come up with a plan for creating a micro learning environment that they don't just learn from but contribute to. This empowers people to think about what they know that is useful to others, it gives them the sense of increasing the knowledge of the team and makes receiving information from others more comfortable because it is an exchange.

To create an effective micro learning environment, it is recommended to envelop continuous learning into your organization’s culture. Keeping ongoing training and development as a pillar will foster a focus on growth of employees and drive innovation and success for the company.

When designing microlearning for your team, think about creating short, manageable and focused learning experiences. Identify key topics or skills that are important for their growth and create engaging content like videos, interactive exercises, contest, or case studies. Make sure the content is relevant, practical, and easy to understand. Encourage active participation and provide opportunities for practice and feedback to reinforce learning. The goal is to provide valuable, accessible learning that aligns with their work demands and helps them improve their performance.

Designing microlearning involves creating short, engaging content that is easy to digest. Start by identifying the key points or skills your team needs to learn. Then, break them down into smaller lessons or modules. Use multimedia like videos, quizzes, or infographics to make it interesting.

If your program or LMS has the option, create custom learning paths that cater to your learners preference or unique learning goals. Give options within every module to interact with the content in different ways. Don't forget to use badges/certificates/trophies for every threshold the user hits inside the course!

Using App based technology on phones for microlearning allows learning to take place ad hoc, on the go making it possible for more learning to take place faster.

You can deliver microlearning through a variety of platforms. Online tools, mobile apps, or email can also work. Make sure it's easily accessible to your team members whenever they have some spare time. Keep it simple and user friendly.

To understand your team’s preferences, develop and deploy a survey to gather information about the topics they’re interested in learning more about. Leadership can develop a list of topics relevant to the job and ask employees to rank their interests then the survey can be analyzed for trends to determine what types of micro learnings to create and distribute.

There is a large amount of tooling and apps available and they can be great fun to play around with. However in my experience it’s always difficult to get budget or enough time approved to effectively embed that. I found it extremely useful to create some space and regular time with my team to gather together and learn something new collaboratively. Ideas, suggestions or experiences someone in the team brings forward and we spend time together to dive deeper into the subject interactively. That way it engages, creates new ideas, offers learnings to more junior members and it is small and focused enough to not overwhelm the cognitive load alongside the day to day duties.

To measure the effectiveness of microlearning, track how well your team is performing on the topics they've learned. You can use quizzes, surveys, or performance reviews. Also, pay attention to your team's feedback to see if they find it helpful.

Build in quizzes into the online module itself as well as a feedback component so that future modules can incorporate this feedback

We find when people use our 'Skillshub' portal that they tend to spend more time on various components of learning, rather than deep-dive learning, and this is reflected in our training programs too. People tend to like the diversity and variety that comes from flitting, identifying chunks of learning materials that allow them to build their learning portfolios, and identifying later if there are areas that can be researched at a deeper level.

Consider the needs and preferences of your team members. Make sure the content is relevant to their jobs and interests. Keep updating the microlearning content to keep it fresh. Also, make sure it aligns with your team's overall learning goals and strategy.