14 Day Microlearning Process to Unlock Potential One Skill at a Time

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?  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 — 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.  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.  The idea is to enable:

• Access to complete library 24/7 from anywhere on any device
• Instant capability building and problem solving
• Non-disruptive ways to learn
• Optional manger and learning leader involvement
• Personal learning paths tied to career development and performance goals

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:

• Individual development plans
• Quizzes
• Facilitator and discussion guides
• A proven microlearning process to share lessons, track progress, and measure results

The Microlearning Process
Here is the 5-step process that we recommend:

1. Assign the Topic and Agreed upon Level of Proficiency
   Have a learning leader or manager assigns a single-concept learning module to an individual or team based upon a behavioral assessment to target development needs.  Have each individual engage with the content.
   
   
2. Meet and Practice in a Safe Learning Environment
   Have a learning leader or manager meet with the team or individual. Watch the content together and engage in discussion, role-play, and performance feedback related to the content and how it applies to the desired business and learning objectives.
   
   
3. Practice On-the-Job
   Have employees try the specific learning concept on the job with access to review the content as needed.  Have them ask for feedback and to track strengths and challenges.
   
   
4. Repeat
   This process is repeated until each individual and team has shown the desired level of proficiency for the single concept.
   
   
5. Begin Next Skill
   After the single concept is mastered, it is time to move on to the next skill.

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 “cognitive overload” 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