Organizations are finding that microlearning creates effective training more quickly and less expensively than traditional courses. Is microlearning right for you? Here are a few points to consider.
Microlearning: Is it a Good Fit for Your Training Program?
You might have heard about microlearning. It’s the idea that training is best delivered through targeted, short (no more than ten-minute) instructional segments, usually online. What’s more, several organizations have found that a microlearning approach creates effective training more quickly and at a lower cost than it takes to build traditional courses.
But to know if microlearning is right for you and your organization, there are a few factors to consider.
The Technical Side
There are technical factors to consider. Do you have the infrastructure to deliver brief segments of elearning? Make short instructional videos? Record and share concise webinars?
Odds are pretty good that you do, especially if you have a traditional elearning training program in place. A learning management system can deliver ten-minute training segments just as easily as it can deliver an hour’s worth of elearning.
The Instructional Side
Perhaps more importantly, there are instructional factors to consider. Why do you train people? What do they need to be able to do? What behaviors do they need to change? (For that last one, you may want to consider reading “Training for Behavior Change Can Be Harder than It Looks” by Microassist Instructional Designer Brandon Winston.)
Are you explaining how to perform a complex procedure? Training company leaders? Teaching novices completely new information? If that’s the case, then maybe deep, extensive, and even in-person learning might be more effective than a series of short training segments.
On the other hand, what if it’s refresher training? Updated policies on ethical behavior? How to perform new procedures on existing systems?
Is Microlearning Right for You? Really, It’s about What You Need to Accomplish
If the training goal can be accomplished through short, to-the-point, and actionable segments, then microlearning has a lot to offer. It can be just-in-time, making it easier for people to apply knowledge right away. It can be delivered (and perhaps repeated) over time, which helps minimize people’s tendency to forget.
Is microlearning a good fit for your training program? It might be better to ask if your training program is a good fit for microlearning. If not, continue the effective methods you’re already using. But if it is, consider adopting microlearning’s effective approach to help achieve your business goals.
If you have a specific question about microlearning, or would like to chat about recommendations for additional resources, feel free to comment below and I’ll be sure to respond. I’d be glad to help. Alternatively, feel free to reach out to our Sales Team for any questions you have about developing custom training for your organization.
Until next time,
Microassist Senior Learning Architect
For Further Reading
- Top Tech-Based Ways to Train a Distributed Workforce
- Is Video or Text Better for Learning Retention?
- Speaking of microlearning, didn’t Grovo trademark the term? Well, yes, but it’s complicated. See this write up from Training Industry.
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This commentary originally appeared in our January 2018 Learning Dispatch newsletter. Use the form on this page to subscribe to the Learning Dispatch for monthly learning insights, resources, and thought leadership for learning and development!
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