Training Industry Magazine - July/August 2017 - 22
their jobs. Micro-content can be shared
in the form of PowerPoint slides, videos
and interactive activities that are all
designed to quickly eliminate confusion
and enable the learner to master the skill
being taught.
designing each activity to be a micro,
standalone event, the learner no longer
feels they are a captive audience, which
reduces their frustration with the length
of the course.
Use Case: Incorporating
Multi-Media into Microlearning Efforts
Learners enjoy
variety and
tend to pay
closer attention
when learning
activities vary
in their cognitive
demands.
Microlearning is not limited to video
clips. Learners enjoy variety and tend
to pay closer attention when learning
activities vary in their cognitive demands.
Consider this example: A client has an
existing training program that consists
of a one-hour narrated PowerPoint
presentation. The learning audience,
mostly millennials, has provided
feedback that the training is boring,
takes too much time and is not meeting
their needs as a team. To address these
issues, the client has decided to pursue
a microlearning approach. The learning
designer creates a training program that
incorporates short, bite-sized learning
activities that are focused on specific
core concepts of the course. A short
video is used to introduce each section,
and additional activities are created to
help learners consider the content in
real-life scenarios and apply it in a safe
setting. Discussion boards within the
learning cohort allow learners to interact
with their peers and participate in
roleplay exercises. Reflection questions
challenge learners to apply critical
thinking skills as they digest what they
have learned and consider how it can be
used on the job.
Finally, conversation prompts are created
to facilitate one-on-one discussions
between the learner and their manager.
Not only will this help to facilitate
learning, it also serves to strengthen the
relationship between the employee and
their manager. Each activity is designed
to take no more than 10 minutes, and
can be completed when the learner has
time in their schedule. An assessment
is given at a pre-determined time to
ensure learners have gone through
the entire course. Breaking content
down into multiple activities increases
the total learning time. However, by
| 22
These are just two examples of how
microlearning could be used. Regardless
of how you incorporate this approach,
there are a few guidelines to consider
for microlearning to be a success in
your organization.
Time Limits
Keep the overall learning time for each
activity to no more than 5-10 minutes,
depending on the activity type. For
example, for a reflection question that
requires critical thinking to form a
response, you should estimate about 10
minutes, depending on the complexity
of the question. However, if you are
creating a video clip, 10 minutes can
seem like an eternity. It's best to keep
those activities to two to three minutes.
Tangible Outcomes
Be clear on what you expect learners
to get out of the exercise, and provide
more background than just the learning
objective. Give an example of how the
learning can be applied on the job. Ask
learners to consider how they will use the
information while they are participating
in the course.
Set Expectations Upfront
Clearly label each activity with the
estimated time it will take the learner
to complete the exercise. If the activity
requires a specific learning environment
or materials, be sure the learner is aware
of this before they start the program.
Accessibility
Allow for easy access to the content
and multiple viewings. Microlearning
does not always facilitate knowledge
retention, but it can be used to provide
access to specific information at the
time of need.
Alternative Solutions
Recognize when microlearning is not
an appropriate solution. Although this
method has many uses, there are times
when it is not the best approach. If an
in-depth training workshop is required
for the initial introduction of content,
consider using microlearning as a followup approach, to remind learners of key
concepts covered during the course.
Microlearning is an effective approach
when used appropriately. Even though
content is bite-sized, it still requires
careful planning, and a focus on the
overall learner experience for it to be
successful. The modern learner utilizes
microlearning every day, whether they
realize it or not. As L&D professionals, we
have an opportunity to take advantage
of this natural learning style to reduce
frustration and increase engagement
within our learning audience.
Daila Boufford is the manager of learning
design at ansrsource. She has more than
15 years of professional experience in client
service and research, content development
and instructional design. Email Daila.
Table of Contents for the Digital Edition of Training Industry Magazine - July/August 2017
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