Follow This Method When Designing A Microlearning Training Session

So you find yourself with the task of designing a microlearning video.

The trouble is, it’s such a new phenomenon, there’s not a lot of readily available know-how on this subject area.

So, where do you start?

Think Mobile-Learning

Remember, mobile devices have just surpassed personal computers as the primary form of accessing the web, so keep in mind that most of your microlearners will be mobile device users.

You’ll need concise, precise, punchy content, ideally of about 3 minutes in length.

10 Minutes is long-winded when it comes to microlearning.

Adopt A ‘Lean’ Mentality

You’ve got 3 minutes to make an impact, and more importantly impart some learning.

That’s why your content needs to be concise, precise, totally relevant and free of extraneous content.

Every line, every word should matter, just like poetry.

Start by preparing 10 minutes worth of content and work through several iterations, removing peripheral content until you reach your highly focused 3 minutes of concentrated learning content.

Structuring Your Session

Focus on a specific, real world action within your story, such as, ‘getting past the secretary’ for cold calling training.

Learners retain information better when it is built into a real world example or emotionally stimulating story.

It allows the learner to quickly see how the content can be applied on the job, perhaps in an imminent situation, giving the content greater relevance and timeliness.

Videos are perhaps one of the best ways to deliver microlearning as auditory learners will be able to listen to the narration and visual learners will benefit from the enriched images and graphics.

Infographics are another succinct and engaging way to impart 10 to 15 key points about your topic of interest, and are especially good for presenting stats and facts.

Consider subtitles and captions too for those with impaired hearing.

Keep it positive.

It will be more memorable and if it’s positive, users are much more likely to share the knowledge or the course with others.

And Finally, Have Some Form Of Follow-Up Activity

There could be an interactive demo which allows the student to apply their learning either at the end or as automated refresher a few weeks later.

The line manager or coach could also be the follow-up agent too.

If you’re ready to level up your L&D strategy with the help of an eLearning company, get in touch with us today!

Sean photo

Sean is the CEO of Skillshub. He’s a published author and has been featured on CNN, BBC and ITV as a leading authority in the learning and development industry. Sean is responsible for the vision and strategy at Skillshub, helping to ensure innovation within the company.

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Updated on: 12 September, 2017

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