Training Industry Magazine - July/August 2017 - 21
are often trying to impress their boss
and find satisfaction in their work, while
still maintaining some type of work-life
balance. They tend to enjoy a challenge
and appreciate the excitement of
learning new things. However, this
generation tends to have a different
view of how to manage the process of
learning new things. They are masters of
multi-tasking, and in order to reduce the
"noise" of all the demands on their time,
they tend to prioritize their tasks by
asking "What's in It for Me?" (WIIFM). This
does not mean they are only focused
on their personal agenda, but rather
that they have had to develop a way to
manage the demands of their time while
still getting things done.
The WIIFM perspective allows them to
weed out superfluous information that
surrounds them and focus on the key
nugget of information they need to
perform their next task or activity. They
are a generation of efficient learners,
which many of us would do well to
learn from. So, knowing this, how can
we as learning and development (L&D)
professionals leverage their intense
desire to produce while still enabling
them with the knowledge and skills they
need to do the job?
To begin, let's explore two use cases
where microlearning could play a role
in your organization, for millennials and
other learning audiences, who could
benefit from the bite-sized approach to
delivering content.
Microlearning
can reduce
learner
frustration
and decrease
time for on-thejob application.
Use Case: Using Adaptive Learning
Platforms to Facilitate Microlearning
Have you ever attended a training
program that spent the first hour or
two going over information that you
already knew? A facilitator might even
Creative Micro-Moments
There are many fun ways to incorporate microlearning. One idea is to design a training
program that uses a series of short video episodes featuring a central character. As the
storyline develops, the character faces challenges that relate to core concepts in the
content. You could create a super hero story, a murder mystery or even a spoof of The
Office. The key point is to keep it fun, interesting and end the episode with a "hook" that
will motivate the learner to tune in next time. Consider how you might bring the story
to life outside of the online learning environment by creating memes, posters for the
breakroom or other fun ideas!
acknowledge this at the beginning,
saying that a general review of the
content will be a good springboard for
learning new information. However,
how does the learner feel about that
approach? Chances are they have
become bored, disengaged and have
turned off their "learning brain" before
the facilitator even gets to the point of
the training.
An adaptive approach seeks to minimize
disengagement by assessing upfront
what learners know and where they need
to fill in their knowledge gaps. There are
many ways an adaptive approach can
be applied to training. For the purposes
of this article, let's focus on an online
adaptive platform that allows trainers
to quickly identify when the learner
needs additional support. One adaptive
platform assesses learner's knowledge
through assessment questions that are
tied to granular learning objectives,
focused on a specific nugget of content.
After a brief overview, the learner is
immediately taken into the assessment
activity. As learners move through the
assessment, the platform's algorithm
determines which content the learner
has mastered and which content
might need further review. Learners
that struggle with a particular area are
then presented with micro-chunks of
content that address the specific gap in
their knowledge.
This is appealing to learners as they
are not forced to read through large
amounts of content that may not apply
to the concept they don't understand.
Applying microlearning in this format
can keep learners engaged and reduces
the total amount of time spent in the
learning environment so that individuals
can shift their focus back to performing
T R A I N I N G I N DUSTR Y MA GAZ INE - EXPERIENTIAL LEARNING 20 1 7 I WWW. T RAI NINGINDU S T RY . C OM/ MAGAZ I NE
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Table of Contents for the Digital Edition of Training Industry Magazine - July/August 2017
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_winter2024
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_fall2023
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_summer2023
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_spring2023
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_winter2023
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_fall2022
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_summer2022
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_spring2022
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_winter2022
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20210910
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20210708
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20210506
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20210304
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20210102
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20201112
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20200910
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20200708
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20200506
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20200304
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20200102
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20191112
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20190910
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20190708
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20190506
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20190304
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20190102
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20181112
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20180910
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20180708
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20180506
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20180304
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20180102
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20171112
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20170910
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20170708
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20170506
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20170304
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20171112_se
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_20161112
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2016fall
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2016summer
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2016sales
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2016spring
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2016winter
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2015outsourcing
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2015fall
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2015summer
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2015leadership
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2015spring
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2015winter
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2014fall
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2014summer
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2014spring
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https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2013fall
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2013summer
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2013spring
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https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2012fall
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2012summer
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2012spring
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2012winter
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2011fall
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2011summer
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2011spring
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2011winter
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2010fall
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2010summer
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2010spring
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2010winter
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2009fall
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2009summer
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2009spring
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2009winter
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2008fall
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2008summer
https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2008spring
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