Everything You Need to Know About Microlearning | Learning Seat
•Download as PPTX, PDF•
1 like•977 views
Microlearning is a hot new buzzword in the world of learning and development, but we’re on a mission to prove it’s more than just some learning design trend. Microlearning can boost performance and drive results by connecting your training to the way people learn: short bursts, with big impact. In this 30-minute webinar, we’ll be knowledge-sharing on why microlearning is an effective learning design approach for you and your teams, and how you can incorporate it into your next learning program. Key takeaways include: - Microlearning definitions and delivery - How microlearning suits today’s workers - The benefits of microlearning - Why microlearning is an effective tool for your compliance program - Learning Seat’s newly launched Workplace Ethics Microlearning program (visit http://www.learningseat.com.au/workplace-ethics-program/ to request a demo) For more information on microlearning, elearning and more - www.learningseat.com.au
Recommended
Recommended
More Related Content
What's hot
What's hot (16)
Similar to Everything You Need to Know About Microlearning | Learning Seat
Similar to Everything You Need to Know About Microlearning | Learning Seat (20)
Recently uploaded
Recently uploaded (6)
Everything You Need to Know About Microlearning | Learning Seat
- 1. EVERYTHING YOU NEED TO KNOW ABOUT MICROLEARNING March 2017 Presenters: Claire Lavin Kate Bos
- 2. Thank you and welcome
- 3. Kate Bos Product Manager - Compliance Claire Lavin Product Manager - Library
- 4. About today
- 5. Overview • Microlearning definitions and delivery • Why microlearning suit today’s workers • The benefits of microlearning • Why microlearning is an effective tool for compliance programs • Q & A
- 7. Which option defines microlearning? a) Series of short lessons that support long-term learning goals b) Self-directed and informal learning c) Performance support to aid reinforcement
- 8. Which option defines microlearning? a) Series of short lessons that support long-term learning goals b) Self-directed and informal learning c) Performance support to aid reinforcement ✔ ✔ ✔
- 9. When microlearning isn’t appropriate Microlearning is not appropriate when your subject matter: • requires complex skill building • is aimed at novice learners
- 10. 1 Short 3 Relevant 5 Mobile friendly 2 Granular Characteristics 4 Just-in-time
- 11. 1 Short 3 Relevant 5 Mobile friendly 2 Granular Characteristics 4 Just-in-time
- 12. 1 Short 3 Relevant 5 Mobile friendly 2 Granular Characteristics 4 Just-in-time
- 13. 1 Short 3 Relevant 5 Mobile friendly 2 Granular Characteristics 4 Just-in-time
- 14. 1 Short 3 Relevant 5 Mobile friendly 2 Granular Characteristics 4 Just-in-time
- 16. 1 Mobile 3 Tips 2 Video Delivery 5 Scenarios and quizzes 4 Case studies
- 17. Mobile Tab structure mimics mobile use
- 18. Video Videos provide maximum engagement
- 19. Tips Tabs provide key information
- 20. Case studies Case studies give the bigger picture
- 21. Scenarios and quizzes Quizzes help learners assess progress
- 22. TODAY’S WORKERS
- 23. World wide web 87% 88% 88% 89% 89% 90% 90% 91% 2012 2013 2014 2015 2016 Percentage of people who access the internet 68% 70% 72% 74% 76% 78% 80% 82% 84% 2012 2013 2014 2015 2016 Percentage of people who access the internet daily
- 24. World wide web 0% 20% 40% 60% 80% 100% 120% Under 25 25-34 35-44 45-54 55+ Percentage of people who access the internet daily - by age group
- 25. Buzzfeed
- 26. The Age
- 27. Medium
- 28. Video 0% 10% 20% 30% 40% 50% 60% 70% Watched via computer Watched via smartphone Percentage of people who watched short online videos via computer or smartphone in the past week
- 29. TasteMade
- 31. 1 Reduces cognitive load 3 Facilitates point-in-time training 4 Provides opportunities for spaced learning 2 Encourages autonomous learning Learning benefits
- 32. Cognitive load Extraneous material ‘distracts, disrupts and seduces.’ - Harp and Mayer 1998 The coherence principle means ‘avoiding adding any material that does not support the instructional goal.’ - Clark and Mayer 2011
- 33. 1 Reduces cognitive load 3 Facilitates point-in-time training 4 Provides opportunities for spaced learning 2 Encourages autonomous learning Learning benefits
- 35. 1 Reduces cognitive load 3 Facilitates relevant, just-in- time training 4 Provides opportunities for spaced learning 2 Encourages autonomous learning Learning benefits
- 36. Relevant, point-in-time training ‘Learning should be situated in realistic settings; testing should be integrated with the task and not a separate activity.’ - Merrill 2006 ‘When intrinsically motivated, a person is moved to act for the fun or challenge entailed rather than because of external stimuli, pressures, or rewards.’ - Xie, Debacker and Ferguson 2006
- 37. 1 Reduces cognitive load 3 Facilitates point-in-time training 4 Provides opportunities for spaced learning 2 Encourages autonomous learning Learning benefits
- 38. Spaced learning ‘Spacing helps learners remember over relatively long time frames.’ - Thalheimer 2006
- 40. Compliance training ‘One of compliance training’s biggest challenges is it’s own PR.’
- 41. Challenges • Making it engaging • Lecturing your audience • Modern working environment • Content overload
- 42. Make it engaging • Speak their language • Hook them in by using effective case studies, videos or interactivity
- 43. Shift away from preaching to or lecturing your audience
- 45. Content heavy • Long, dry and boring • What was I supposed to learn from that?
- 46. How to use it
- 47. Q & A
- 48. Thank you If you have further questions, contact us at enquiries@learningseat.com or call 1300 133 151.
Editor's Notes
- Explain who LS are
- Claire explains her role Kate explains her role
- -
- Video
- Engaging for all audience types - those who prefer to read, view a short video or diagram and imagery. Turning what is considered fairly dull content into something with real practical application they can walk away and implement in their day to day activities. But putting too much into one long course can still be overwhelming. To have the most impact you still need to focus on one or two key learning objectives and do that one topic very well.
- Allowing too for the audience to decide in which order they want to watch the content is a big factor. As we've seen with younger generation learners - they generally like to be in control of what they spend their time on and don't really appreciate being dictated or lectured to. When we rollout out a 45 minute module on the 13 Australian privacy principles and give them no choice but to click through every screen and answer a 10 question quiz at the end we're just lecturing to our learners and most often than not crossing our fingers they are absorbing some of it. When we chunk it down into short messages it makes it far easier for learners to walk away with 1 or 2 key lessons and make those immediate changes to how they work. I've also seen this work well when a learner has to choose the course of action when making an ethical decision. When the learner gets to decide how they might personally handle a situation they get to apply that learning immediately. They are in control and faced with a relevant situation they might face. Regardless of wether or not they choose the right path, they are still learning from it. 6 years on from doing a series of these style of modules I still remember them - it clearly was effective when you put the learner in the driver seat.
- Accessibility is also a big trend in learning and if we want to prevent the inevitable massive eye roll when we release another compliance module we need to take the content to the learner rather than dictating again the location they will consume it. What most people have is a daily commute - whether it be 15 minutes or 1 hour on a train, tram or bus. This is time generally spent checking the newspaper apps, watching re-runs of game of thrones or catching up on friends posts on social media platforms. This is also the perfect chance for learners to access 5 minute microlearning. We have their undivided attention – with microlearning that’s designed for a tablet or smartphone a learner may have started their microlearning module in the office in between meetings or client work but they want to and can easily finish it on the train. Giving them flexibility again means they drive their learning and will feel more compelled to do it.
- As a compliance manager the amount of regulations, policies and procedures I needed to be aware of was at times overwhelming so putting them all into long dry, text based training module is never going to reach your audience in the most effective way. As someone who herself developed some long dry and text based training modules I can say that it is far easier focusing on short and sharp messages than where to start on making a big chunk of the Work Health and Safety guidelines fit into a 1 hour course. You are far more likely to retain a funny 3 minute Youtube video or recall a social media meme than your 45 minute Privacy Training. If we are specific on the learning outcome we want to achieve, set about it in an engaging manner and expect our learners to walk away and apply only one behavioural change from a microlearning course then this will be an easier course for us to develop an the learner to consume and apply. Add to this the fact that when legislation or regulation changes you only have one short module not a whole long course to update. If you need to re-train your learners due to the legislative changes, you can also just push out that 5 minute microlearning module rather than require learners to sit through a full traditional elearning course.
- You may use the traditional style course or a program of several microlearning modules for your workers initial induction training when they commence with your organisation. The subsequent years you can choose to rollout staggered microlearning modules over a number of months/quarters or just choose one or two key modules which still cover key legislative concepts. You might rotate these microlearning modules each year or even only choose microlearning modules for certain teams or roles within your organisation. Targeted training/remediation - If you have a systemic issue within the business such as a whole team failing to follow a key procedure or skipping that necessary process that complies with legislation or a few individuals who are displaying non-compliant behaviour you can use a microlearning module to help correct the behaviour without rolling out a full module with content that’s irrelevant to the non-compliant behaviour. Take for example a warehouse team of men and women all thinking it’s appropriate to share racist jokes. Asking that team to retake a microlearning module just on that behaviour is going to be quicker and far more relevant than making them do a 45 min module covering all the different types of bullying that may exist in a workplace. In short – you can’t expect to deliver your compliance training and key messages in one way anymore – you need to think about different methods to reach your audience in a way that has the most impact on their behaviour and certainly short and memorable microlearning modules goes a long way in achieving this. Who would’ve thought we could bring engaging, short and sharp compliance messages in exciting ways to workers. Turning our audience’s expectations of dull training on it’s head is an exciting new chapter for training and even more exciting for compliance.