Nowadays, organizations are beginning to implement Microlearning strategies for both formal and informal learning. In order to meet a specific learning outcome, Microlearning—a short, focused learning nugget—is employed. It is a learner-centric approach that guarantees better retention of learning, is easier to use, is less time-consuming, and is available to the learner at the time of his or her need. Microlearning can be used as a stand-alone asset or as multiple micro-courses.
Here are 5 examples of Microlearning strategies that can be used effectively in your corporate training.
This infographic with examples of Microlearning strategies will help you effectively implement Microlearning based training in your organization and improve learner engagement. Be it to address soft skills/behavioral change, for compliance training, or for professional skills, you can use these examples as a guide to enhance your corporate training and provide learners with just-in-time learning.
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A lot of organizations are now seeing Microlearning as an important tool for both Formal and Informal Learning. Due to the diminishing attention spans of employees, organizations find it tough to engage them in learning. Hence, the usage of Microlearning in the workplace has now come to the forefront.
As the name suggests, Microlearning is a short, focused training. It is normally 2-5 mins in run length (normally not exceeding 7 mins). Although it is short, it is designed to meet specific learning outcomes. It is characteristic of multi-device support, rich media formats, and is action-oriented (wherein learners learn, practice, or apply for the job.
Microlearning in the workplace can be used for formal training, to supplement formal training, and as Performance Support Tools (PSTs) or job aids. The following infographic shows the various types of Microlearning formats that can used at the workplace.
I hope this info-graphic gave you an idea of how you can use Microlearning in the workplace to enhance your training. Once you implement this strategy in your organization, either for Formal or Informal Learning, you will see an improvement in the way your employees learn during training.
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How To Use Microlearning Videos In Your Training
The last few years have seen a sea change in the ways we learn. Specifically, the key changes have been:
- Α higher adoption of mobile learning by organizations, learning can now truly happen “on the go.”
- Αn increase in Bring Your Own Device (BYOD), learners get more flexibility to not only learn on the go but learn on the device of their choice.
- In turn, mobile learning triggered the significant change from traditional eLearning or macrolearning to microlearning. This provides shorter nuggets of learning that are designed to meet a specific outcome and can be easily consumed by the learners on the go.
- Recent research shows that nearly 70% of learners prefer to use their smartphones for learning. It comes as no surprise that the focus has shifted to using design formats that work effectively on smartphones and can be used to offer high-impact learning experiences. This is precisely where the usage of videos in eLearning gained momentum.
Now, it is the combination of microlearning and videos that is being talked about to become an integral part of any learning strategy. Its versatility enables its use for both formal training and performance support intervention.
In this article, I outline why you should adopt microlearning videos and what key benefits they offer. I also share some tips and best practices that you can use to create them.
I wrap up the article with 6 examples to illustrate how microlearning videos can be used to create high learner engagement and sticky learning experience.
What Are Microlearning Videos?
As the name suggests, microlearning videos are short, focused videos that are designed to meet a specific learning outcome.
Microlearning videos can be designed to be:
- A standalone nugget that offers a specific learning takeaway.
- A part of a longer learning path.
Why Should You Invest In Microlearning Videos?
As we know, a picture is worth a thousand words.
- Given an option, the learners would prefer to watch a more compelling visual format like a video rather than read text.
- From a learning standpoint, the videos are a great approach to create narratives that are easily relatable to the learners.
- Compared to other media, the usage of video-based learning shows higher recall and retention. Thereby, they create a more engaging and sticky learning experience.
- Furthermore, the combination of microlearning and videos provides learners with just-in-time learning that can be part of a bigger learning path and can be consumed in shorter bites.
- Alternatively, the microlearning videos can be used to offer a short learning aid that helps them exactly at the moment of their need.
What Are The Key Benefits Of Using Microlearning Videos?
Here are the key benefits of using microlearning videos from the organizational perspective:
- From the L&D perspective, microlearning videos are ideal for their need for an agile training development and deployment.
- There is a wide range of tools that organizations pick from that enable a quick development of the microlearning videos.
- As an extension, organizations can also update and re-deploy the microlearning videos very quickly as the information changes or gets updated.
- Since the microlearning videos achieve a specific learning outcome in a fraction of time, they offer higher recall and retention. Additionally, they are less expensive to develop. All these factors lead to a better ROI.
Here are the key benefits of using microlearning videos from the learner’s perspective:
- Microlearning videos offer learning that is engaging and immersive.
- They can be taken on the go, and short but focused bites ensure a speedy assimilation.
- As they are available in the learner’s workflow, they offer the required support exactly at the moment of their need.
- They can be used by the learner to learn in accordance with their varied learning needs including:
- Learning something new.
- Diving deeper into a given aspect.
- Solving a specific problem.
- Practicing to gain proficiency.
- Applying the acquired learning.
What Are The Tips And Best Practices You Should Incorporate As You Create Microlearning Videos?
Here is my list of tips and best practices you should use as you create microlearning videos:
- Focus on one step at a time and match each microlearning video to a specific learning outcome and a takeaway.
- A video as a visual medium does not need a lengthy narrative. In fact, less is more, and let your visual tell the story. So, focus on a strong narrative but convey it in a short time.
- Be focused, to the point, and avoid unnecessary details.
- If you believe that the required information can do with additional resources, provide additional links while ensuring the primary learning is a short, bite-sized video.
- While the medium allows you to create high-impact visuals, be mindful of not adding elements that can distract the learners.
6 Examples Of Microlearning Videos
Now, I share 6 examples that show you how you can use microlearning videos to meet diverse requirements including:
- Formal training
- Performance support intervention
- Promotion/teaser and awareness
Example 1: This is a short 30-second context-setting video for a data protection course that serves as an attention grabber.
Example 2: This is a 20-second teaser video for a course on anti-bribery and corruption. It is a precursor to the course and is used to build initial awareness on the compliance mandate.
Performance Support Tools
Example 3: This is a short 35-second microlearning video that is used at the end of a topic to summarize the learnings. The use of engaging graphics and animation enables better retention.
Example 4: This is a 50-second animation video that uses infographics to highlight key learning elements from the course and is used at strategic points in the learning path.
Promotion And Awareness
Example 5: This is an engaging and fast-paced 30-second animated video to build awareness on process adherence.
Example 6: This is an informative 40-second microlearning video that emphasizes the importance of planning tasks better before the rollout of a new training course on customer experience.
I hope this article showcases the impact you can create by combining high-impact videos in a microlearning format.
As you would have noted, the microlearning videos are a very versatile format and can be used as part of your formal training as well as for performance support intervention. You can also use them for promotion, creating awareness, and to change management initiatives.
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Smartphones have changed the way we learn, and the learning strategies that leverage it for training have become popular. In this article, I outline how you can combine gamification and microlearning to influence employee performance.
Gamification And Microlearning Is A Dynamite Combination
We, at EI Design, have been offering learning and performance support solutions for over 16 years. Over these years,
- We have seen the transformation of traditional eLearning to mobile learning.
- The wider use of mobile learning has helped adoption of techniques like microlearning based training for both formal and informal training.
- Around the same time, the usage of gamification for corporate training has been on an upswing. It is being successfully used to create engaging and high-impact training for most of the corporate training needs.
Now, the combination of these two high-impact learning strategies (gamification and microlearning for corporate training) is being used to influence employee performance and create a positive ROI. In this article, I outline the value of each of these techniques and the enhanced power of the combination.
How Are We Learning Today?
Till a few years ago, when online training was predominantly available on desktops or laptops, the bulk of the learning would happen at the workplace (that is, during work hours).
With the wider adoption of mobile learning and increase in the Bring Your Own Device (BYOD) policy providing the flexibility to learners to use their smartphones for learning, there have been 2 significant changes:
- Increase in learning on the go (for instance, during commute).
- Increase in learning in the evenings (post work hours) and over weekends.
With the momentum of “learning on the go,” there is a clear need to offer learning in shorter bites. This is where microlearning based training fits in.
There are 2 other interesting aspects in the way we learn today:
- Pulling training assets or job aids at the moment of need.
- Picking up learning when notified.
Microlearning based training facilitates both of these aspects as well.
What Is Microlearning Based Training, And What Value Does It Offer?
In contrast to macrolearning or traditional eLearning, microlearning based training offers learning through focused, short bites. However, it is not eLearning-lite. Instead, each learning bite is designed to meet a specific learning outcome.
Value of Microlearning based training: It successfully addresses the concerns of dwindling attention spans. It can also be used to successfully offset the forgetting curve.
More specifically, its value lies in its flexibility to offer:
Formal learning: Here, a series of microlearning nuggets are offered as part of a learning path (or learning journey).
Performance Support Intervention: Here, the microlearning nuggets are designed to offer support to the learners at the moment of their need. These learning aids or job aids are available to the learners within their workflow (on their smartphones), facilitating easy retrieval and application. These nuggets can address learner’s wide-ranging needs to:
- Learn more.
- Learn something new.
- Solve a problem.
- Address a specific challenge.
- Apply and remember.
- Practice in order to gain mastery.
What Is Gamification And What Value Does It Offer For Corporate Training?
Gamification uses the principles of gaming and associated elements to create an engaging and a sticky learning experience. Its power lies in its flexibility to be applied to most of the corporate training needs.
- Typically, gamification based online courses will have a story/narrative that establishes the learning journey. This journey will have associated challenges, rewards, feedback, and a controlled environment to learn and practice.
- They will have analytics to show the individual’s progress or how they are faring against the competition.
At EI Design, we began our gamification practice in 2012, and we have seen its acceptance soar in the last six years.
Our focus has been on using gamification for serious learning, that is, aligning it to clear learning goals that L&D teams want to see as the final accomplishment.
The key elements of game mechanics that are part of our gamification practice include:
- Challenges (learning goals)
- Levels (learning path)
- Instant feedback (to aid progress)
- Scores (accomplishment and gratification)
- Badges (for significant achievements)
- Leaderboards (for analytics)
- Competition (to assess where you stand against others)
- Collaboration (when multiple teams play)
Value of Gamification based training: If you polled employees on what aspects motivate them, the two aspects you are most likely hear would be rewards and recognition.
It stands to reason that what motivates employees should also be a part of the learning strategy. This is exactly where the usage of gamification for learning would fit in. It provides value through:
- Higher engagement (fun while learning) leading to better recall and retention.
- Instant feedback to checkpoint and help improve performance.
- A safe environment to practice and obtain the required mastery.
- Facilitating behavioral change through repeated retrieval and spaced repetition.
Today, the usage of gamification in corporate training is an important part of learning strategies for organizations as it has successfully demonstrated its ability to influence employee behavior.
How Can You Combine The Power Of Gamification And Microlearning To Generate High-Impact Training That Will Deliver The Required Results?
As I have highlighted, the usage of microlearning can be done for both formal training and Performance Support Intervention. You can use gamification to further enhance both of these as shown here:
- You can leverage on gamified learning paths that can support the learning journey that features multiple nuggets. These can have levels, challenges, awards, leaderboards and so on.
- You can have gamified assessments as part of the Formal training.
- You could also offer gamified assessments as Performance Support Tools that are stand-alone nuggets that can be pushed as challenges after the training is completed.
- This is not all—you can offer gamified nuggets in various Microlearning formats that enable learners to:
a. Practice and improve proficiency
b. Apply learning
c. Solve a problem
d. Learn something new
I hope this article helps you see the value gamification and microlearning based approaches can bring to address your corporate training needs. More specifically, it should provide you with insights on how you can leverage on the combination of gamification and microlearning to amplify your gains.
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