Microlearning For Managers: Time To Make The Switch

To a busy manager who is overwhelmed with work, the idea of going on a 2 day course can feel like a huge inconvenience and even stress.

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.

Thanks again

Sean photo

Sean McPheat | Linkedin

CEO

www.skillshub.com

Would your connections like this too? Please share.