This is a problem, as time-pressurised managers may be compelled to decline the training they so desperately need to improve their performance.
Even if they manage to attend the course, the time-pressurised manager may only be attending in body rather than mind, as they remain heavily distracted by ongoing work issues.
Being too busy to train is a perennial problem.
That’s why if modern managers don’t have the time to go away to train on structured courses, then training should be brought to their work-place in small bite-size chunks, at a time that suits them, using microlearning.
Yes, microlearning has the ability to make the inaccessible accessible.
It does this by breaking down a typical structured two day course into a series of 3 to 5 minute training videos that can be viewed individually by a busy manager on their mobile phone at a convenient point, to help with a pressing upcoming challenge.
The beauty of this is that after a training needs analysis has taken place each manager can receive a list of topics and sessions that they need to cover. So it’s not a sheep dip approach.
So, how does this play out in reality?
While a time-pressurised manager struggling with ‘letting work go’ may ironically not have the time to attend a traditional class-room based training session, they are much more likely to have time to microlearn delegation in bite size chunks.
Over the course of a month, they are likely to have several convenient opportunities to view relevant 3 minute microlearning videos about delegation via their mobile phone.
Or consider a travelling sales person struggling with closing deals, who doesn’t have the time to come off the road to train.
They can view a series of 3 minute, targeted, microlearning sessions on their smart-phone while in a hotel room, an airport waiting lounge and so on.
Microlearning enables your L&D process to reach and educate needy time-pressurised managers who previously would have not been able to attend bulky, two day, away day courses.
If you want to maximise the effectiveness and reach of your L&D processes, it is time to switch to microlearning.
If you want to maximise the effectiveness and reach of your L&D processes, it is time to switch to microlearning and we’ve got plenty more resources on the topic pf what is microlearning over at our hub.
