Microlearning Case Study: Just-In-Time Information For Faster Learning

A lot has been said of dwindling attention spans and the need for L&D Teams to have online training that can be short and effective.

Microlearning is a delivery format that owes its wide acceptance not only to the fact that it addresses the attention span challenge but also to the increased adoption of mobile learning or mLearning.

Microlearning-based training finds a natural alignment to the learning on the go that can be consumed by the learners on the device of their choice and when they need it.

What Is Microlearning?

Microlearning refers to short, bite-sized learning (often 2-5 mins long and normally not exceeding 7 mins run length).

Let me outline few of its highlights:

  • A worthwhile point to be noted is that it is not “eLearning lite” (that is, a traditional eLearning course spliced into shorter nuggets), but it is designed to have an associated learning outcome. As a result, it can be consumed on its own or as a series of interconnected nuggets.
  • Learning through shorter pieces is certainly not a new concept, microlearning has gained momentum in the last 2 years on account of its capability to keep pace with the way learners want to learn. It fits in well with our fast-paced lives and provides flexibility to learn on the go, complete the training in a short time and access it again, when required.
  • While its initial foray was for Performance Support (job aids to support learners at the time of their need), today it is being used to offer both formal and informal training.
  • Microlearning also offsets the other challenge of low engagement that traditional eLearning programs may have encountered. Given its delivery in wide-ranging, high impact visual formats, and its short run lengths, it normally has a higher completion rate.
  • Microlearning also provides a more dynamic training delivery approach. The short nuggets can be quickly updated and redeployed. From a learner’s perspective, they can consume the learning nuggets based on their preference or need. They are no more bound by a rigid learning path often associated with traditional eLearning.
  • Microlearning can be used very effectively to meet a specific need—that is, a specific action leading to a specific skill gain or clearing a problem. Thereby, you will see a higher performance gain with reduced investment.
  • Microlearning approach also facilitates personalization of learning. Given its granularity, you can offer highly customized or personalized nuggets based on the learner’s preference or proficiency.

How Does It Fare Against Macrolearning Or Traditional eLearning?

Does wider adoption of microlearning means a demise of macrolearning or traditional eLearning? In my opinion—No.

Here is how I see both macrolearning and microlearning co-exist.

There will continue to be training needs that need the run lengths, structure and recommended learning paths that macrolearning or traditional eLearning offers. For instance, when you need to learn a complex application software, you need a traditional eLearning course rather than learning through a maze of multiple, microlearning nuggets.

On a related note, the same training can certainly gain by an addition of Performance Support (job aids) to offer tips, shortcuts, FAQs and so on.

My assessment is that macrolearning and microlearning will co-exist to address certain types of training needs. However, a lot of the training needs will map fully to microlearning approach with the flexibility to personalize.

What Is The Gain As You Opt From Traditional eLearning To Microlearning?

As I have highlighted, the wider adoption of microlearning will not see an end to traditional eLearning. I do see the following key gains:

  • Microlearning-based training empowers learners by giving them higher flexibility and better control on how they want to consume learning.
  • Learners are likely to show higher usage/referencing (particularly as Performance Support).
  • It costs less and can be developed in shorter time as compared to traditional eLearning.
  • It is easier to update and redeploy.
  • It demonstrates higher completion rates.
  • It is flexible and can be used to offer both formal and informal training.
  • It can be used very effectively to bridge a gap.
  • It can be created in diverse, appealing formats that suit the content and context best.
  • It encourages sharing within the employees.

Microlearning Case Study

To help you see the difference in the 2 approaches (macrolearning vs microlearning), I pick a microlearning case study featuring a course on professional skills training. The traditional eLearning course is part of a suite of 15 courses for Instructional Designers.

This microlearning case study reflects how the learning path and the learning experience was updated as we transitioned the source content to microlearning.

Approach 1: Macrolearning Case Study

This demo uses a story-based approach (a storytorial) as an innovative and engaging strategy to present the information. The story revolves around a team of Instructional Designers creating an eLearning course.

Through the story and the interaction between the Instructional Designers, various content types and their visualization techniques are shown to the learners. This approach also helps showcase the ways in which Instructional Designers process and ideate to create a course.

Team introduction: Cast of characters, who are part of the storytorial approach.

Macrolearning case study-Team Introduction

Usage of storytorial: Used real-time situation to explain the various content types.

Macrolearning case study-Storytorial

Knowledge checks: At the end of each topic, a knowledge check question is provided to the learner. This helps the learners to recall the learning from the respective topics.

Macrolearning case study-Knowledge Check

Tips: The course also covers the tips on usage of content types.

Macrolearning case study-Tips

Impact: The course enables learners to understand the different information types and map them to suitable and relevant visualization techniques. Using a story, the key concepts are presented in a way that can be practically applied to the actual work environment.

Approach 2: Microlearning Case Study

With the same content, we built a microlearning-based course with a simple but compelling narrative-based visual wrapper. Different microlearning formats were included in the flow of this course. The learner scrolls through to reveal the content and interact at specific points to view the microlearning nuggets.

Introduction screen:

Microlearning case study-Introduction

Learning journey through multiple, microlearning nuggets: Simple and intuitive learning nuggets are used to create different interactions and videos.

Microlearning case study-Learning journey through multiple Microlearning nuggets

Knowledge checks: These are used periodically to check the learner’s understanding of each content types.

Microlearning case study-Knowledge checks

Impact: As you will note, the usage of microlearning nuggets can infuse a different learning experience. Given the more specific focus and shorter run length, it is likely to resonate better with learners. Usage of high impact formats like videos will certainly aid in higher recall and retention.

Listen to the audio version of the article:

Fueled by acceleration in adoption of mLearning or mobile learning, microlearning-based training is here to stay. Given its flexibility, it can be used to offer both formal and informal training. I hope the featured microlearning case study gives you insights on how the technique can be used in contrast to traditional eLearning or macrolearning. If you have any queries, do contact me at apandey@eidesign.net.

Source: https://www.eidesign.net/microlearning-case-study-just-time-information-faster-learning/

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Two Good: Why Social Learning And Microlearning Make A Great Combination

In this article, I will provide insights on why it makes sense to use social learning and microlearning in conjunction. I will also outline how you can use them practically to double the impact on the learning in your organization.

Why Social learning and Microlearning make a great combination

Social Learning And Microlearning: A Great Combination

Let’s begin with a quick recap on the definitions of social learning and microlearning and then see why they are a powerful combination.

What Is Social Learning?

In simple terms, social learning is learning with and from others. You do that pretty much every day in some way or the other – when discussing a problem or challenge to a colleague or a friend, as part of a group discussion, when interacting with others in a conference, or when using online social media channels like Facebook, Twitter, LinkedIn, and so on.

What Is Microlearning?

Microlearning is a short, focused learning nugget (often 3-5 mins long or shorter) that is designed to meet a specific learning outcome. You can use it to offer formal training, but it serves its purpose better when used in informal training (with a focus on performance gain).

Some of the aspects that make it a high-impact learning medium are its learner-centric nature, multi-device compatibility (smartphones/tablets/desktops/laptops), design and delivery in rich media formats, and flexibility to provide just-in-time training to enhance performance.

Microlearning nuggets can be easily accessed, quickly completed, and applied by the learners.

7 Reasons Why Social Learning And Microlearning Make A Great Combination

The world had become a global village long ago and the shrinking continues to happen – the number of businesses that thrive on effective coordination between teams operating from diverse geographic locations with a focus on faster turnaround times is only increasing. In these circumstances, there is ample scope to provide learning and training solutions by getting social learning and microlearning to tango.

Here are 7 compelling reasons why you should combine the power of social learning and microlearning and increase the learning impact in your organisation:

1.“Personal” Experience.

Both social learning and microlearning give the learners a “personal” experience as they do not take place in a typical formal learning environment.

2. Easily Accessible.

Both social learning and microlearning are accessible to users at the time of their need.

3. Bite-Sized Information.

People spend time on social media looking at smaller pieces of information (short posts, YouTube/other short videos, images, and so on). This is in line with the way the microlearning nuggets are designed.

4. Less Time Consuming.

They spend smaller amounts of time while on social media (often shuffling between logging into social media sites and carrying out other things). Hence, they are more attracted to shorter learning nuggets.

5. Multi-Device Compatibility.

People access social media on multiple devices and microlearning is a great fit for learning on-the-go.

6. Specific Focus.

Most social media posts and information pieces have a specific focus and so is the case with microlearning nuggets.

7. Flexibility To Incorporate Different Features.

Microlearning can be made more effective by including social learning features such as chat, comment, like, share, and so on.

How Can You Practically Leverage On The Combined Power Of Social Learning And Microlearning To Double The Impact On Learning?

Leverage On Microlearning

    1. Use microlearning for formal learning (through a series of micro-courses available to the learners as a defined learning path to foster learning in stackable bites).
    2. Make sure that the microlearning nuggets feature interesting formats (videos, interactive videos, animations, scenarios, etc.) that engage the learners and ensure the completion of the learning task.
    3. Interject learning aids (just-in-time job aids) that are available to learners within their work-flow and can help them solve a particular problem, address a specific learning need, or help them cross over a challenge. Essentially, these learning aids encourage the learners to quickly apply the learning on the job.

Add The Social Learning Aspect

    1. Encourage your learners to comment or rate your microlearning nuggets. You can even poll them on their efficacy.
    2. Have your learners talk about what they are learning, what caught their interest (or otherwise).
    3. You had been asking learners questions or “testing” their knowledge through assessments at the end of your formal training courses. It’s time you did the opposite. Get your learners to ask questions. Don’t bury them under the weight of “Retake the Course” to help them get clarity on what they need to know. Let them ask what they did not understand in the training and walk away wiser.
    4. Have them exchange stories on what worked, how they were able to use a certain microlearning nugget on the job.
    5. Encourage curation of learner-created microlearning assets.
    6. Provide forums to handle queries and provide support (on how the challenges were handled).

I hope this article gives you compelling reasons on why you must leverage on the combined power of social learning and microlearning. Use the power of microlearning with an extended twist of collaborative learning and generate a positive impact on your learning. If you have any questions, do contact me.

Source: https://www.eidesign.net/two-good-why-social-learning-and-microlearning-make-a-great-combination/

The post Two Good: Why Social Learning And Microlearning Make A Great Combination appeared first on eLearning.

How To Use Microlearning To Promote Informal Learning At The Workplace

Informal Learning At The Workplace: How To Foster It Using Microlearning

As we know, formal learning is structured, training developed, and deployed by Learning and Development (L&D) teams. It features:

  • Fully online training (eLearning or mLearning).
  • Facilitated training, that is, Instructor-Led Training (ILT) or Virtual Instructor-Led Training (VILT).
  • Blended training (featuring a combination of both, online training as well as facilitated training).

Typically, the control in these rollouts is with L&D teams on how they will be made available to the learners, and over what period of time they should be consumed. L&D teams also determine how learner performance should be tracked.

In contrast, informal learning is driven by the learner’s passion and motivation to learn and grow.

What Is Informal Learning?

Informal learning is learner-centric, triggered by the learner’s motivation. It provides control to the learners to choose the learning content (from various sources), based on their interest, preferences, and relevance. These can be consumed at the learner’s pace.

It is worthwhile to note here that successful use of informal learning rests on the learners. Typically, a learner who invests in informal learning is an individual who is goal-oriented, and is always on the lookout to explore, experiment, and learn.

  • Unlike formal learning, informal learning does not follow any set methodology.
  • Informal learning not only happens from structured content or programs, but also during the day as leaners interact with colleagues and seniors at (or even outside) work.
  • As mentioned earlier, informal learning is typically spontaneous, and is triggered whenever the learner encounters something that tickles their curiosity and is relevant to their personal or professional interests.
  • Informal learning rewards the learners with a sense of satisfaction by addressing and acknowledging their curiosity, subsequently expanding their knowledge base, helping them learn a new technique, or sharpen a set of skills they currently possess.

What Is The 70:20:10 Model For Learning And Development, And Where Does Informal Learning Fit In This Model?

The 70:20:10 model for Learning and Development is a commonly used approach to enhance the effectiveness of training. It is used globally to create successful learning ecosystems that boost employee performance and help create more value for business.

As per this model:

  1. 70% of the learning is experiential and happens on the job.
  2. 20% is through social or collaborative learning, that is, learning with or from others.
  3. The remaining 10% learning is delivered through formal training programs.

Undoubtedly,

  • Informal learning constitutes to the major chunk of learning that happens through the first two ways.
  • Furthermore, since informal learning is self-driven, it can be used to support formal learning, in particular, eLearning.

How Can Informal Learning Find Its Place In And Benefit Your eLearning Programs?

You can promote informal learning at your workplace by blending components of informal learning with eLearning. In this exercise, you are leveraging learner motivation to enhance the impact of your formal training (that is, eLearning, facilitated or blended training).

Here are some ways to meet this mandate:

  1. Use informal learning to prep the learners for the formal online training or ILT sessions.
  2. Use it post the formal training to help reconnect and reinforce the learning.
  3. Organize and conduct group discussions (peer-to-peer or peers-to-seniors), as part of the formal training schedule.
  4. Conduct design thinking workshops to encourage on-the-job-application.
  5. Include coaching, mentoring, or incidental support as part of your formal training.
  6. Promote collaborative and social learning using the collaboration features of your LMS and facilitating online discussions, and content curation.

This way, you can use informal learning to support your online training, or ILT sessions, as well. This will work to boost learner engagement and motivation levels, and thereby double the impact of your formal training.

How Can You Use Microlearning To Promote Informal Learning At Workplace?

If you look at the possible ways you can leverage on informal learning for eLearning programs, the first 2 aspects map to using microlearning.

Essentially, microlearning nuggets can be used to supplement and add value to both, online training or facilitated sessions, as follows:

  • For pre-learning or prepping for online training or ILT sessions.
  • For reconnecting and reinforcing learning (post online training or ILT sessions).

I have selected 6 different microlearning formats that you can use to enhance learning.

All these formats:

  • Are short and aligned to meet a specific learning outcome.
  • Feature multi-device support (work seamlessly on desktops, laptops, tablets, and smartphones).
  • Can be used to support ILT/online training.
  • Can be used to prep or reinforce formal training.

My selection includes the following 6 formats to deliver microlearning-based support for informal learning at workplace:

  1. Interactive PDFs.
  2. eBooks.
  3. Explainer videos.
  4. Whiteboard animations.
  5. Kinetic text animations.
  6. Branching scenario-based simulations.

Let’s look at each option, and see how to use microlearning to promote informal learning at your workplace.

Option 1: Pre-ILT Workshop/Prep For The Online Training

Format 1 – Interactive PDFs

You can structure reams of data into a well-structured interactive PDF format that enables the learner to quickly browse through lengthy information in seconds.

  • These formats offer interactions and layering of information that is similar to eLearning or mLearning courses.
  • They can be developed quickly, updated easily, and can pack a lot of data in a single document.
  • You can also embed audio/video links to make the learning experience more interesting and engaging.

Interactive PDF Sample 1 - EI Design

Interactive PDF Sample 2 - EI Design

Format 2 – eBooks

Like Interactive PDFs, eBook formats also enable you to share lengthy information in bite-sized chunks. However, eBooks don’t offer interactivities and have a linear flow and structure. eBooks are designed to be print-friendly, and can be offered as a job aid that can be made available within the learner’s workflow.

eBook Sample 1 - EI Design

eBook Sample 2 - EI Design

Option 2: Post The Online Training Or ILT Sessions

Format 1 – Explainer videos

Using explainer videos is a great way to recap the primary learning. In a bite-sized format, you can visually showcase highlights of the formal training. More significantly, this can be used as effectively as a job aid that can be made available to the learners within their workflow, on the device of their choice. This flexibility will ensure that learners browse through this, and can use it to reinforce their learning.

Explainer Video Sample 1 - EI Design

Explainer Video Sample 2 - EI Design

Format 2 – Whiteboard animations

Often, complex concepts can be taught through very simple design techniques. Whiteboard animations that feature hand-drawn imagery, can demystify complex learning concepts. Available in short bites, these can be used to recap and reinforce primary learning.

Whiteboard Animation Sample 1 - EI Design

Whiteboard Animation Sample 2 - EI Design

Format 3 – Kinetic text animations

Sometimes, the content of primary training is not amenable to be converted to visual-based concepts. For instance, when we want to highlight a process, checklist, or best practices, using kinetic text-based animations is the right answer. Through text animation accompanied by minor special effects, you can create bite-sized learning nuggets that can be used to recap and reinforce the primary learning.

Kinetic Animation Sample 1 - EI Design

Kinetic Animation Sample 2 - EI Design

Format 4 – Branching scenario-based simulations

When you want to check if the learner can apply the learning of the formal training, you can use this technique to help them practice what they have learned in a safe environment.

This technique can handle simple scenarios to very complex decision-making situations featuring a series of situations.

Branching scenario-based simulation sample 1-EI Design

Branching scenario-based simulation sample 2-EI Design

 

Take a look at this explainer video we have created to summarize the key points (including the 6 examples) covered in this article.

 

I hope this article provides the required perspective on how to use microlearning to promote informal learning at your workplace. If you have any queries, do contact me at apandey@eidesign.net.

Source: https://www.eidesign.net/use-microlearning-to-promote-informal-learning-at-workplace/

A Case Study on Microlearning as Performance Support to Reinforce Existing Training

Microlearning Case Study_Swift Elearning

Microlearning, one of the hottest eLearning trends, is catching attention amongst eLearning fraternity like never before. Our recent discussion on a LinkedIn group received a stream of thoughts and perspectives on microlearning. In this blog, we will discuss the microlearning case study that illustrates how we’ve developed and delivered microlearning course/application as performance support to reinforce existing training.

Before we could explore the case study, let’s first understand what microlearning actually means. “Microlearning is not just bite-sized eLearning content that is chunked to deliver short bursts of information, but it is more than that…”

Then What is Microlearning?

Microlearning is a modern instructional design strategy that:

  • Aligns with the modern, tech-savvy workforce with shorter attention spans
  • Focusses on one specific learning outcome
  • Provides just-in-time performance support to reinforce learning and improves retention
  • Enables learners to choose when and what they need to learn at the moment of need
  • Is most cost-effective way to develop and deliver online training

Microlearning Case Study Overview:

  • Instructional Design Strategy: Microlearning Solution as performance support
  • Industry: Agriculture – Livestock Industry
  • Target Audience: Veterinary Paraprofessionals
  • Technology: HTML5 & Adobe Captivate and Android

About Client

Our client, a reputed Veterinary Research agency, is responsible to control and prevent the spread of livestock diseases. As part of their mission, they hired young veterinary professionals and trained them on:

  • preventive measures,
  • recognition of clinical signs and
  • veterinary best practices to minimize the diseases and improve animal health.

What was the Challenge?

The paraprofessionals will go through the online training which will be 2 hours seat, attempt the final quiz and get certified. On the field it was difficult for the paraprofessionals to remember every bit they learned in the training. And when they are on field they cannot access the course and look for the symptoms.

As a result, they couldn’t translate their learning on the field. Most of them would call the agency or their peers to identify clinical signs and other issues instead of resolving themselves.

Our client realized these shortcomings and approached Swift for a better learning solution that could be developed cost-effectively in a shorter timeframe.

How Did We Help?

The long training sessions and lengthy eLearning courses loaded with lots of information, but everything cannot be remembered all the time. We then proposed bite-sized microlearning approach to provide just-in-time information to supplement primary eLearning or ILT programs.

Our Microlearning Strategy Was Simple…

We ensured that the microlearning content is:

  • Well organized and easily accessible – Allowing learners to search and sort the required learning content needed at that point of time
  • Concise and contextual with bite-sized learning nuggets of 5-7 minutes focused towards one specific learning objective
  • Interactive and visually appealing with simple interface to drive learner engagement through mobile learning
  • Cross-device compatible, delivered through mobile platform – multi-device learning
  • Embedded with short videos highlighting the best practices
  • Mobile friendly and responsive – published in HTML5 via Adobe Captivate

What Was the Impact?

The quick and cost-effective Microlearning strategy yielded better results. Learners could pick and choose the relevant lessons at the point of need. There was a drastic improvement in their performance.

Short and specific learning nuggets along with reduced cognitive overload and reinforced what has been learnt. This just-in-time solution resulted in active learning.

Though microlearning is a good strategy, it is not a silver bullet for every learning solution. We must be wise enough to choose the appropriate learning strategies before we could actually design it.

Source Link: http://www.swiftelearningservices.com/microlearning-case-study/