Remember that science experiment where you use a magnifying glass to burn or ignite a piece of paper or dried leaf?
Microlearning is (or should be) like that.
Etching Lessons Through Glass and Sun
This magnifying glass experiment is perhaps one of the first scientific activities that we all remember having participated in as kids. Why do most people still recall that specific experiment even if they conducted it when they were still children?
Simple. As with other memories, the experiment engaged them. It was fun and it stuck in their brain.
And the best part is that most of us will find it easy to remember the lesson behind the experiment as well. After that experiment, we might never have viewed a magnifying glass the same way again. No longer is the magnifying glass a harmless little thing, but indeed a fire hazard and even “a weapon of ant destruction.”
What can this science experiment teach us? How can we apply it to microlearning?
Zoom In and Focus
Microlearning comes in different formats: videos, courses, infographics, games, simulations and many more. But underneath these various ways of presenting microlearning lessons is a core principle that should guide designers and trainers. All microlearning content should should zoom in and focus on a single problem or issue that the learner needs to solve or address.
“What does it take to build successful microlearning?,” asks this Association for Talent Development (ATD) article. “Mostly, it’s just careful consideration of the problem you’re trying to solve—the very specific, narrowly focused problem you’re trying to solve.”
Why just one problem? Well, we have to remember under what circumstances microlearning content is mostly consumed. While performing a task, an employee might run into an issue and shifts focus to overcoming this hindrance so they can continue performing their job.
This means they have very little time to solve the problem at hand. A speedy answer is necessary so they can get back to their work immediately. This actually matches with how modern workers learn. According to Josh Bersin, modern workers commit only 1% of their time at work per week to learning and development activities. (That’s only 24 minutes a week!) A separate report also found that “employees utilizing microlearning know 85% of the information they are required to know to perform on-the-job compared to 73% when they started.”
What does this data mean?
Learning That Drives Thinking and Action
The report shows that microlearning is an effective way to kick learners into thinking and acting. By smartly integrating content where learners can easily access them— i.e., embedded in their daily work—microlearning seamlessly incorporates L&D so that it actually drives action.
How do you integrate microlearning into your learners’ daily work life? Share your answers with me on the comments section below.
Tanya Seidel. Microlearning Is More Than a Buzzword. Association for Talent and Development, June 27, 2018
Josh Bersin. The Disruption of Digital Learning: Ten Things We Have Learned. March 2018
Global Newswire. New Axonify Study Reveals Microlearning Key to Enabling an Agile Frontline Workforce. July 25, 2018
Tip #167 – 5 Proven Ways to Help Learners Remember Lessons
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Tip #197 – 5 Ways L&D Can Adapt to the Evolution of Employees
Ray Jimenez, PhD
“Helping Learners Learn Their Way”