Due to two issues—technological advancement and our own thirst for skills development mediums—traditional learning and development programmes are unable to match the needs of today’s linked society.
First off, because of how quickly technology is evolving, some digital abilities will soon be rendered outdated. By the time a course is finished, the abilities it was intended to teach have frequently been superseded by advancements in technology because it takes 43 to 185 hours to generate just one hour of traditional training.
Second, because the average web user now has an attention span of just 8 seconds, the internet is changing our expectations for how information should be received. As a result, traditional L&D programmes are becoming incredibly useless at developing skills.
We therefore need a novel strategy for learning and development (L&D), given that attention spans are shortening and technology is altering how we expect to acquire knowledge.
This approach is Microlearning
Microlearning really starts when you decide to empower staff in order to drive engagement. In light of this, the following five guidelines will assist you in creating a successful microlearning strategy for your L&D:
Concentrate on a single educational goal at a time.
We have grown accustomed to receiving exact answers to specific questions in the digital age due to the abundance of content that is available. If you give your students needless knowledge, they will probably lose interest quickly. By concentrating on one learning objective at a time, you provide employees the freedom to select the courses that are most appropriate for them at the moment when they need it.
Keep it brief
Focus on conveying the message swiftly and concisely rather than burdening staff with lengthy learning sessions, for which the average 30-day retention rate is only 20%. As a result, the lessons are easier to understand and are more likely to be repeated and remembered.
Embrace mobile
Microlearning on-the-go accessibility will open up a wealth of corporate advantages. For instance, a salesperson on the road can pause and take five minutes to better prepare for inquiries about a certain industry or product at an upcoming appointment.
Rapid content production
Focus on releasing Microlearning modules as soon as possible because L&D material must stay up with change. Every day, technology makes this procedure easier and more affordable. Cost is not likely to be a deterrent to Microlearning for a business that already makes significant investments in L&D.
Utilize storytelling to contextualise microlearning.
Learning that is presented as a part of a short tale or mini-case study is more likely to increase engagement and retention. By illustrating how the everyday job makes meaning and that your firm stands for more than just shareholder value and profit, you can utilise storytelling to inspire your workforce.
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