Microlearning Process to Get Targeted Behavior and Performance Change
How would you like to unlock your people’s potential one skill at a time? Or leverage some online learning to help ensure that the lessons transfer to the job?Ā A new research-backed microlearning process may be your best bet. Here’s how the power of microlearning works.
Self Directed Independent Learning
First, select a discreet topic, behavior, or competency that aligns with your priorities ā most of our clients use a behavioral training needs assessment tool to identify what matters most and select a research-backed module from our microlearning library. Selecting targeted topics allows you to customize learning journeys for individuals and teams.
Second, provide each person access to the content.Ā For example, the microlearning library has 5- to 7-minute micro videos that focus on a single concept and are backed by academic and institutional studies on psychology of influence and persuasion.Ā The idea is to enable:
Support for Internal Learning Leaders and Managers to Lead the Way
While employees report that it is easy, empowering, and engaging to have access self-directed microlearning, many organizations want to provide the structure and reinforcement required to transfer training to on-the-job application. To support this process, we recommend providing leader and learner support tools such as:
The Microlearning Process
Here is the 5-step process that we recommend:
The Bottom Line
Done right, microlearning can take less time, be more effective, and have higher learner engagement and retention. The microlearning approach prevents the ācognitive overloadā that often comes with traditional long-form training. If you want to create the relevancy and urgency required to change on-the-job behavior, microlearning may be an important tool in your learning toolkit.
To learn more about how to develop employees to perform at their peak, download 3 Proven Steps to Building a Smarter Training Initiative
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