As leaders within the L&D area, your mission is to assist the group’s want to see its members carry out exceptionally; it bodes properly for the underside line. This previous 12 months has introduced focus to this want from an organizational standpoint and as a response to calls for from workers.
Working from house has underlined the necessity to upskill present employees; it has additionally reshaped productiveness, motivation, and collaboration. This in flip has L&D leaders taking a look at microlearning as a option to maximize and expedite efficiency improvement.
If you’re contemplating this pattern, you’re studying the precise article! As a matter of truth, that is the primary of two articles on this topic. On this article, I’ll broadly set the stage for you on the aim and potential of microlearning. The second article will describe potential boundaries to the broader adoption of microlearning and recommend methods for overcoming boundaries and resistance.
To start out, let’s ensure that we now have the essential objective of microlearning down: The time period “microlearning” has been used pervasively for something that could be a “bite-sized studying” or some type of transient academic expertise. This fails to seize its true objective: transferring the needle on organizational KPIs which might be tied to efficiency improvement.
To successfully champion the usage of microlearning in your group, it’s essential keep away from frequent misunderstandings of the aim of microlearning.
Microlearning is designed to develop efficiency, not merely to assist learners in buying content material or data.
Consider the distinction this manner: Would you favor an worker be capable to recite the tradition or the group or display that tradition by means of their work efforts?
Software of studying
Implementation of microlearning can develop into oversimplified versus maximizing the skilled benefits microlearning can present. Microlearning merchandise are supposed to elicit software or use of content material in performing work, versus simply being a coaching product with participating, memorable content material.
Contemplate your group’s on-line coaching outcomes: Would you fairly have workers check properly or carry out exceptionally?
Microlearning is one other device in a studying developer’s toolkit, not a alternative methodology supposed to supplant all different sorts of studying design.
Seen this manner, microlearning solutions the query: Would you favor an L&D crew agile in how they will method designing for efficiency or a crew restricted in how they design in assist of assembly enterprise objectives?
These three misrepresentations of what microlearning is have usually meant that software of the microlearning idea has meant “miniaturizing” present coaching merchandise—versus assessing and redeveloping the coaching primarily based on … you guessed it … KPIs!
ROI potential of microlearning
Tying microlearning to KPIs or different strategic outcomes the place efficiency is an element are nice alignments for its use. With the ability to articulate the advantages of microlearning, for instance, it suits into the each day workflow of a busy worker or it reduces their seat time in coaching, lets you describe a number of the monetary positive aspects of incorporating microlearning.
Nevertheless, there could also be up-front and long-term prices. You can also make a compelling case for this funding if the group has its eyes set on:
- Lowering the turnover fee of recent hires
- Growing adherence to compliance-based issues
- Driving efficiencies in managing prospects
- Growing the expertise throughout the group to tackle bigger organizational roles
In advocating for the usage of microlearning, you’re merely highlighting alternatives already current throughout the group. Microlearning can positively work for brand new initiatives as properly, however introducing the idea of microlearning can generally be overwhelming.
By exhibiting the potential of microlearning with present objectives, you make the thought extra tangible and investable.
Potential for skilled positive aspects
Microlearning is all about supporting measurable efficiency. It might complement or change present or future initiatives that target efficiency. These embrace:
- Efficiency assist – What subject material is usually wanted/important to job efficiency?
- Efficiency improvement – What matters develop the worker’s capabilities and expertise?
- Efficiency enchancment – What areas throughout the group require remediation?
Let’s contextualize this and deal with management applications. Organizations can leverage a microlearning method to hone the capabilities of present and future leaders in a extra natural and complementary option to how an precise chief performs their work each day. For instance, leaders are consistently shifting priorities and sustaining steadiness to raise up their groups. Recommend supporting these leaders by means of microlearning merchandise that target particular topics comparable to:
- Incorporating agile strategies
- Battle decision
- Vital pondering
- Speaking expectations
As an additional benefit, these topics additionally match efficiency improvement objectives; the identical microlearning items might be leveraged inside a management improvement program. Now your group just isn’t solely supporting present leaders, however future leaders as properly!
To not point out that the idea promotes cost-effectiveness by means of repurposing the content material and each audiences usually are not being slowed down with day-long coaching occasions or trapped of their seats for hours. In fact, since these microlearning merchandise had been aligned to KPIs, your group additionally has measurable knowledge for each audiences—which additional contributes to the ROI.
Going through boundaries
What in case your organizational leaders are nonetheless skeptical or your L&D crew is discovering this not possible? That could be a actuality and that’s okay. Studying leaders face frequent boundaries to incorporating microlearning, comparable to lack of evaluative pondering and incapacity to gather wanted knowledge. Moreover, we could have an L&D crew that lacks a microlearning mindset and the potential to create microlearning campaigns.
We’ll deal with these key obstacles to adoption within the subsequent article, the place I will even share methods for overcoming these boundaries!
Be taught with different studying leaders
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