Microlearning addresses the challenge of society’s lack of attention span and need for immediate gratification, something that affects everyone, not just the millennials. It also provides quick answers to urgent, targeted questions—snackable information.
When was the last time you read a complete chapter of 20 pages in a book? Point proven. So, follow along for a couple more hundred words if we can keep your attention that long.
Anything other than assigned learning can be deemed informal learning, and this is how MICROLEARNING often takes place. Naturally curious individuals always want to know more—not necessarily how the watch is made, but their curiosity pathology obliges them to learn how to tell time in five different languages. They’re tourists traveling through life, and their mobile devices are their guidebooks.
For people wired this way, ongoing professional development is written in the cards. They can’t help themselves. They see opportunity at every turn, and they’re going to act. They get a fleeting thought about how to do something better, and there they go again—they’re looking it up and filing away the knowledge for use at a later date.
How Microlearning Can Benefit the Corporate eLearning Strategy
Have you ever sat through a sales meeting/pep rally? There is nothing more excruciating that learning how to close a sale 10 different ways, all packed into a one-hour, Monday-morning meeting. By the time you’ve heard all 10 ways, you have no idea how to close a sale. If, however, you learned one new method each day over a period of two weeks, you’re likely to understand how to apply each of the 10 methods. That’s a morsel of the inherent beauty of CUSTOM E-LEARNING. Designing, developing, and molding an e-Learning module to benefit a specific audience.
The obvious benefit to corporate microlearning for professional development is to offer a library of soft and hard skills, see who benefits from it, and then reward the takers. It’s preparation for promotion from within. There is no stopping those who have their mind set on advancement, so if you can encourage them within in the framework of the corporate culture, you might not lose them.