What Is Microlearning: A Complete Guide For Beginners

When your training is too hard to digest and gives your learners heartburn, a bite-sized approach is an adept solution. Read our full article to learn more about what microlearning is, and how you can use it to boost training engagement and knowledge retention! This post was first published on eLearning Industry.

5 Ways To Use Microlearning In Compliance Training

Compliance training is mandatory and crucial for organizations. However, although it is essential and cannot be avoided, no employee loves it. In this article, I showcase how you can use microlearning to make your compliance training engaging.

Microlearning In Compliance Training: 5 Possible Approaches With Examples

Policies, procedures, and guidelines (from government and regulatory bodies) are typically the reasons to have compliance training. The training is crucial for organizations and needs 100% conformance.

However, even though it is a mandatory training, employees have no intrinsic motivation to take it. Also, more often than not, the compliance trainings are rendered in a rather obvious (preachy), prescriptive (boring) format.

But, this should not be the case. There are several ways to create an engaging compliance training using immersive learning strategies and supplement the primary compliance training with additional measures that will keep the learners cued in. Increasingly, microlearning-based techniques are being used to enhance the impact of compliance trainings.

In this article, I show you how the usage of microlearning in compliance training can provide you a wide range of options that can help you meet your mandate.

What Is Microlearning, And Why Is It the Flavor Of The Season?

Microlearning based training is the flavor of the season and for several reasons.

  • It uses bite-sized learning nuggets (between 2-5 mins long and normally not exceeding 7 mins).
  • However, microlearning is not just eLearning lite (it is not just having shorter pieces instead of a longer run length course), but each microlearning nugget is designed to meet a specific learning outcome.

Microlearning would have the following key characteristics:

  • It provides learners the flexibility to consume content across devices (ranging from desktops/laptops to smartphones and tablets).
  • It can be rendered as a stand-alone nugget, but is more often a part of a learning path.
  • It uses rich media formats (notably videos), and different nuggets in a given learning path can have different formats that can present the content more effectively.
  • It is action-oriented and encourages the usage of varied formats to learn, practice, solve a problem, and apply the learning on the job.

How Can Usage Of Microlearning In Compliance Training Add Value To The Compliance Mandate?

Microlearning can be used in compliance training to effectively provide following offerings:

  1. Higher engagement.
  2. Higher completion rates (within the stipulated time).
  3. Long-term retention.
  4. Triggers to behavioral change (leading to the right behavior, in line with the compliance mandate).

Specifically, the benefits it offers to the learners are:

  1. Flexibility to take the training on the go.
  2. Flexibility to take the training across devices and on the device of their choice.

The compliance teams can use the microlearning-based approach to create higher impact training’s through the following two approaches:

For the main compliance courses: Use the diversity of available formats in microlearning to offer courses that are engaging and create sticky learning experiences.

Support/supplement the main compliance courses: Use the core strength of the microlearning technique to:

  • Connect with the learners prior to the formal compliance training (create awareness of the significance of the compliance training and their role in meeting the mandate, and so on).
  • Provide room for reinforcement or practice (post the formal compliance training).
  • Create “communities of compliance practice” to sustain the compliance focus and keep the learners cued in (rather than the discrete connections through annual compliance trainings).

How Can You Uplift The Compliance Training Mandate?

We have adopted an integrated approach to compliance training to create higher impact, as shown here:

  • Adopt strategies that create a sticky learning experience: Over the years, we have worked closely with the compliance teams of our customers in creating engaging courses that feature learning strategies including gamification, scenario-based learning, storytorials, and so on. These approaches have helped us create highly sticky learning experiences.
  • Supplement the formal compliance training through microlearning: One of the aspects we have used extensively is the usage of microlearning to support the compliance program (pre- or post-formal training). This includes campaigns that include newsletters, posters, and teaser videos prior to the formal training, as well as reinforcements post the formal training program that keeps the learners connected to the compliance mandate.
  • Redesign the formal compliance training in the microlearning format: Increasingly, the compliance programs are being designed as a learning journey featuring multiple micro learning nuggets.

Here Is A List Of 5 Possible Approaches That Show You How You Can Use Micro learning In Compliance Training:

Example 1: Micro learning In Compliance Training

An integrated approach to compliance training – This is a case study where we used various formats of microlearning at various stages of the training life cycle to instill the spirit of compliance into learners.

  • Prior to the training, we used an animated video format to introduce the compliance mandate and build awareness.
  • During the training, we used short scenario-based nuggets like “Choose the right path” where the learner was put into a situation and had to make choices, which made learning more experiential.
  • Post training, short learning summaries were shared with the learners in the form of sharp info-graphics that provide key takeaways from the training.

a. Animated video: Introduction to the concept

b. Online course: Overview with a focus on “Doing it the right way”

Online course: Overview with a focus on Doing it the right way

c. Poster: Sharp summary

Pre-Formal Training (Assets To Support The Formal Compliance Training)

Example 2: Microlearning In Compliance Training

Using infographics – Infographics can serve as a great microlearning asset to provide training overviews before the formal training commences.

This example of training on data security shows how we used relevant infographics in a scrollable webpage format to generate interest and provide a prelude to the actual training.

Pre-Formal Training - Microlearning In Compliance Training Using infographics

Pre-Formal Training - Microlearning In Compliance Training Using infographics

Example 3: Microlearning In Compliance Training

Using videos – Videos are a very high-impact medium, and they can be used to support compliance trainings in many ways (as teasers prior to key programs and as reinforcement post the main program).

This example was a training on workplace safety, and it was important for the participants to understand the adverse consequences of non-compliance. An animated video that presented real-life situations and crisp messages to draw attention was used to drive the learners to take the right action.

Pre-Formal Training - Microlearning In Compliance Training Using videos

Pre-Formal Training - Microlearning In Compliance Training Using videos

Post-Formal Training (Assets To Support The Formal Compliance Training)

Example 4: Microlearning In Compliance Training

Reinforcement video – Featuring the whiteboard animation technique

Post-training refreshers are critical to helping learners retain the key takeaways of the training better. Microlearning helps us do this in various formats, significantly through the use of videos.

Here, we used a whiteboard animation video approach that uses hand-drawn graphics animated with synced audio. It helped provide novelty to the whole viewing experience of this short nugget on the key takeaways of a “Conflict at workplace” training.

Pre-Formal Training - Microlearning In Compliance Training Reinforcement video

Example 5: Microlearning In Compliance Training

Cheat sheets – Featuring the kinetic text-based technique

Cheat sheets in the form of checklists, best practices, and guidelines can serve as great takeaways from any compliance training course. These short microlearning nuggets can be in the form of infographics, simple text, and supporting image formats or animation videos.

This is an example of a cheat sheet that shows a checklist using the kinetic text-based animation video approach that the learners can access on their smartphones (in line with the compliance mandate).

Microlearning In Compliance Training Cheat sheets

I hope this article provides insights on how you can use microlearning for compliance training. As the featured examples show, you can use microlearning to support the primary compliance training. But this is not all; you can use the microlearning based approach to craft your primary compliance training too.

Source: https://www.eidesign.net/5-ways-to-use-microlearning-in-compliance-training/

The post 5 Ways To Use Microlearning In Compliance Training appeared first on eLearning.

The 10 Best Microlearning Platforms

You’ve heard the hype. Microlearning, in all its forms, is the new black. But how do you know which microlearning platform is right for you and your organization? In this article, you’ll find our analysis of the 10 best microlearning platforms out there. There’s one for all training needs and all budgets. Let’s start! This post was first published on eLearning Industry.


At the moment I’m celebrating some, online, 10th anniversaries – in October 2008 I started blogging, I joined LinkedIn in November 2008 and I joined Twitter in January 2009.

These are quite special, I wasn’t aware of this achievement until I started thinking about something else: conversations. 

When I started blogging and tweeting, and connecting on LinkedIn, I was all about the network and conversations. I was building an interest and understanding of my role (learning technologist), my work place, and the kind of ‘things’ I needed to understand. Now, ten years down the road, 901 blog posts and 50,000 tweets later, I realise that my use of these systems and the networks I’ve built there, are changing. 

Back in March 2017 (“Dear Twitter. It’s not me, it’s you”) I wrote about my disappointment at changes to Twitter; not necessarily about the platform but how it is being used by the user base and my network. What started out, for me and many more like me, it was all about the conversation; the links and collaborative nature of being connected to likeminded individuals on a global scale, the ability to search and question and learn from others in different organisational and societal cultures, to connect and engage with senior or specialists ‘experts’ in the field of EdTech. The conversations and engagement I used to get in the early days of Twitter and LinkedIn have, I’ll admit, help me grow personally and professionally into the senior role I have. I would not have produced, managed, edited and published four books, nor would I have gained the peer-reviewed CMALT qualification, the invitation to be a trustee for the Learn Appeal charity, or the various accolades I’ve collected over the years.

What I get in my timeline feeds now is very different. There are fewer conversations in and around the work or collaboration. What conversations there are seem to be more broadcast approach rather than sharing. Being connected through Twitter or Facebook or other networks has obviously had an affect on us, we are all more informed (?) about world politics, the environment, culture, etc. and this is what most of my timeline is about now. That’s fine, I often add to the noise too, but my primary purpose for Twitter, etc. is work. I want to learn and help others learn about online/distance learning opportunities, be they MOOCs, SPOCs, online degrees, short courses, micro-learning, etc.

I also acknowledge that I have been part of the above problem too, which is why I’m annoyed. Annoyed at myself for setting sucked in and annoyed that I’m getting annoyed at the changes. Change is OK, I don’t have to like it or like what it’s changing to, but I should be able to step back and reassess what it is I want from my networks. That is what i am now doing … reassessing my use of online social tools, Twitter, LinkedIn, this blog, etc. I’ve already dropped a few (and not really noticed), will I drop those too … ?

Conversations are powerful learning opportunities. So why am I annoyed that social networks have changed the conversation?
Click To Tweet

There, semi-rant over. Thanks for reading.

Thanks for Sheila MacNeill for inspiring me to blog again. I’ll try and do it more often now; it’s good for the reflective soul searching and a good way to focus and unpick my very full and random thought process. I’ve missed it.

Image source: FHKE (CC BY-SA-2.0)

Virtual Reality In eLearning – Using VR As A Microlearning Nugget For Induction And Onboarding

In this article, I share a case study on Virtual Reality in eLearning. It uses a microlearning nugget featuring Virtual Reality (VR) for induction and onboarding (using Adobe Captivate 2019). It shows you how the VR based approach can create an immersive learning experience.

How Can Virtual Reality Or A VR Based Approach Add Value To Online Training?

Earlier in the year, in my eBook on eLearning Trends and Predictions for 2018, I had highlighted the potential of AR/VR to create immersive learning experiences. Here is the extract from my eBook:

AR/VR For Immersive Learning

  • Without any doubt, AR/VR provides one of the most immersive learning experiences. Although this has seen considerable traction in 2017 and shows promise in 2018, it does come with a hefty price tag (and longer lead time to develop).
  • With the early adoption in training intended for hazardous workspaces (Health and Safety training) or complex simulations, we are already seeing the beginning of the usage of mobile apps that embed AR features.
  • Now, it is anticipated that this will eventually substitute scenarios, including branching scenarios as well as video based learning for behavioral change. This will open doors to its application in soft skills and potentially open doors to the wider application for corporate training.

As I was composing the eBook, I distinctly recall thinking about the fact that for the usage of Virtual Reality (VR) to see wider adoption in eLearning, we need authoring tool providers to offer this flexibility.

Adobe Captivate 2019’s VR capability: During this year, my team worked on Adobe Captivate 2019 (beta release), and we experimented particularly with its VR capability to create formal and informal learning solutions. The case study featured in this article uses Adobe Captivate 2019.

  • VR Capability: The tool allows you to integrate basic Virtual Reality (VR) in eLearning solutions fairly easily through 360-degree images.
  • Interactions: You can add varied interactions through hotspots (to reveal more info in varied formats) and questions.
  • Impact: You will see microlearning nuggets featuring Virtual Reality (VR) create a higher engagement quotient, better recall, and a more interesting and immersive learning journey.

How Can Virtual Reality Or A VR Based Approach Add Value To The Induction And Onboarding Program?

Now, I share a case study that shows you how we integrated a Virtual Reality (VR) microlearning nugget into our induction and onboarding portal.

To show you the impact of Virtual Reality (VR) usage on the learning experience, as well as information recall and retention, I have used a “Before” and “After” approach.

An overview of our induction and onboarding program: Nearly 80% of our total workforce are Millennials. We had designed a learning portal based approach to offer our induction and onboarding program a few years ago. The program was up for a refresh this year, and we evaluated options to make the learning journey for the new inductees more engaging and immersive.

The current approach features new formats including:

  1. Virtual Reality or VR.
  2. More engaging formats for explainer and animated videos: I have selected 3 more assets that underwent changes in the design approach. The new approach resonates better with our millennial workforce.


The initial approach featured:

  1. Learning portal
  2. Blended training
  3. Mobile learning
  4. Learning journey
  5. Microlearning nuggets (featuring simple, people based videos, PDFs, and Interactive PDFs)
  6. Gamified assessments
  7. Leaderboards and stats to provide performance details
  8. Common assessment for both online and facilitated sessions


The revised approach builds on the same core but features the following new formats as we designed the microlearning nuggets:

  1. Introduction to the organization through Virtual Reality or VR.
  2. More engaging microlearning formats for explainer and animated videos.

Asset 1: Introduction To The Organization

Before: Video Featuring Team Members

We had used a simple video format wherein team members talked about what they do, how they work, and what value each team brings to the table.

After: Virtual Reality Based Microlearning Nugget

We used the Virtual Reality (VR) capability to showcase this crucial section. When new team members join the organization, they are typically given an office tour followed by an introduction to each domain. It is virtually impossible to remember so many details in one go.

The Impact Of Virtual Reality (VR) Based Approach For Microlearning

The usage of the Virtual Reality technique enabled us to create a more interesting and immersive learning journey. This experience creates a higher recall and provides a clear takeaway on what we do and how each domain is aligned to our success. It also resonates well with our millennial workforce.

The learning journey featuring Virtual Reality technique is as follows:

Learners get a virtual tour of the office. They go through an interesting journey and can explore and revisit places as many times as they want.

On clicking the hotspots overlaid on relevant sections, they get the following information:

  • About our organization (our global presence, our awards, and accolades).
  • Introduction to each domain, what do they do, and what value each domain brings to the table.

Virtual Reality Based Microlearning Nugget

Virtual Reality Based Microlearning Nugget

Let me also highlight 3 more approaches we adopted that further uplifted the engagement quotient of our induction and onboarding program.

Asset 2: Organizational Structure

Before: Text Based Approach

We had used a simple infographic presentation that showcased the organizational structure.

Organizational Structure - Text Based Approach

After: Animated Video

In this iteration, we changed the design approach to feature a millennial-centric design. We played with high-end graphics, animations featuring team members to create a much higher connect with new joinees.

The organization structure of the company was depicted using an engaging story based video. We used motion graphics and animation to create an impactful and easy-to-retain guide to the complete team structure.

Organizational Structure - Animated Video

Organizational Structure - Animated Video

Asset 3: How To Create Your Success Story

Before: Explainer Video

We had used a simple video based format to showcase the culture and success path to new joinees who begin work in the company.

After: Explainer Video Featuring A Guide

It is very important for new joinee to know what it takes to be successful in a company. So, it is important for them to view a story from an expert through a real situation, as depicted in this nugget. In the new avatar, we used an explainer video of a guide and associated key messages to drive in the culture and path to success in the organization.

How To Create Your Success Story - Explainer Video Featuring A Guide

How To Create Your Success Story - Explainer Video Featuring A Guide

Asset 4: Gamified Assessments

Gamified assessments are a great way to make any learning solution fun and engaging. We use these at the end of each learning stage as an interesting way to check-point the learning. A sense of challenge and competition among the learners to constantly participate with the induction platform kept the learners further engaged.

In the new avatar, we refreshed the formats of the gamified assessments to make learning more interesting.

Gamified Assessments

I hope this article provides you with cues on how you can use Virtual Reality or VR in eLearning. I do hope the featured case study shows you how you can enhance the impact of your induction and onboarding program by integrating Virtual Reality in eLearning.

On Oct 4th, 2018, I had conducted a webinar on 7 Learning Strategies To Transform Your Corporate Induction And Onboarding Training For Success.

This features a demo of Virtual Reality for eLearning (in the context of induction and onboarding). The screenshots featured in this article are from the same demo. If you are interested in finding out more about the webinar, please click here.

If you have any queries or need any specific support, do contact me at apandey@eidesign.net.

Source: https://www.eidesign.net/virtual-reality-in-elearning-using-vr-as-a-microlearning-nugget-for-induction-and-onboarding/

The post Virtual Reality In eLearning – Using VR As A Microlearning Nugget For Induction And Onboarding appeared first on eLearning.

Microlearning And mLearning: The Two Trends You Should Adopt Right Now

We’ve become the speed-daters of learning. With learners glued to their phones, you have only 5 minutes to catch their eye and stick in their memory. In this article, we’ll tell you how to reach this goal with the combo of microlearning and mLearning, and give you 8 tips on how to do it effectively. This post was first published on eLearning Industry.

Learning Technology – How Much Is Too Much?

Learning—does it depend on how much people learn? Or, how much technical prowess we showcase in facilitating learning? Should we use technology to support our strategies? Or, put the whole burden of the learning process on the apparently nascent technology's shoulders? Let's discuss here... This post was first published on eLearning Industry.

5 Must See Examples of Microlearning Strategies for Corporate Training

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.

5 Must See Examples of Microlearning Strategies for 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.

Source: https://www.eidesign.net/5-must-see-examples-of-microlearning-strategies-for-corporate-training/

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