Micro Bursts of Learning
Microlearning, or learning in shorts bursts, is a trend that suits many of today’s workers. This approach to learning – a kind of training on the go – is desirable for employees who have little extra time, who are comfortable with technology, who are never without a device, and who aspire to continuous learning in pursuit of individual and career growth. When you consider this method of training, be sure you are aware of the top Microlearning myths to avoid.
Microlearning is appealing for all those reasons and very effective as one mode of an overall employee learning journey. In fact, according to the Journal of Applied Psychology, microlearning is 17 percent more efficient than traditional, longer-duration courses. But you need to understand its limitations and get it right.
Microlearning Is Often Misunderstood
Microlearning is currently in vogue. It’s quick and puts the learner in control of when and how they want to acquire new skills and knowledge. Targeted bursts of learning at the convenience of the learner can have real value and business impact as long as you understand when and where it fits best in an employee’s learning experience. By itself, Microlearning is not for teaching complex subjects or mastery of a skill.
Three Microlearning Myths to Avoid
The Bottom Line
There is no denying that microlearning can help decrease cognitive overload and deliver targeted concepts in small, highly focused chunks. The appeal is that these targeted learning bursts are accessible, efficient, and on-demand. Just avoid the top microlearning myths so the bursts you offer are high quality, relevant, and reinforced.
To learn more about the power of microlearning at work, download the Top 10 Training Best Practices for More Effective Learning
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