If you are reading this article, you are probably thinking about introducing microlearning in to your organisation.
But, successful implementation shouldn’t be taken for granted, as there are plenty of hurdles and banana skins on the way.
Here’s a few pointers to see if your company is ready to jump on the microlearning bandwagon.
Do You Know Your Employee’s Individual Learning Styles?
Microlearning is a new format of learning that could be considered to be a little impersonal by certain learners.
For microlearning to fully accepted by learners, you’ll need to develop an individualised approach that matches the learning content to their preferred learning style.
Are You Aware Of Your Corporate Training Goals?
Microlearning works best when it is focused on specific learning and behavioural outcomes.
For example, if you want to reduce the time that new hires take to get up to speed, then you’ll need to build microlearning content that will help deliver this goal.
Make sure you plan out the goal and outcomes you hope to achieve with microlearning and staff competency levels.
Do You Have Engaging And Compelling Content?
Remember, microlearning is competing for the attention of time-pressurised and easily distracted workers.
Is your microlearning program ready to deliver state of the art rich media, e.g. creative presentations and microlearning videos.
Is your microlearning library relevant, search-able and easily accessible.
If you can’t answer yes to these things then your microlearning channel will most likely have poor viewing figures, and you probably aren’t ready for microlearning.
Is Your Work Suited To Microlearning.
Microlearning is best suited to situations where the learner can quickly apply what they have learned.
Let’s say an employees is about to enter a situation that stretches them, then a targeted microlearning session of 5 to 10 minutes guiding them through that challenge will be useful.
If the learning really can’t broken down into a bite-size course because it’s too long and complex then microlearning is probably not the best option.
If you are finding that your company is not quite ready for microlearning this article can at least act as a guide to the additional steps you need to take to enter the vital world of just-in-time learning.
Chief Disruption Officer