How can you use microlearning to deliver just-in-time training?

In the fast-paced world of digital strategy, professionals often need quick solutions to emerging challenges. Microlearning aligns perfectly with this need. For instance, when rolling out a new digital marketing tool, instead of an extensive training session, I've found that bite-sized tutorials or quick how-to videos are more effective. They provide immediate value, allowing team members to apply what they've learned instantly.

Microlearning is the superpower the training industry has yet to fully realize, but what makes it so impactful to learning and performance? The answer is twofold. Not only does it map to learning trends from the digital age, it also closely aligns with Adult Learning Principles. (One of the cornerstones of learning and development!) Adult Learning says individuals learn best when presented with a high degree of autonomy, material that is clearly relevant to them, and when they can practice what they have recently learned. Check, check and check! As you can see, microlearning isn't just a hot topic, it's actually rooted in the psychology of how we learn. Want to learn more about how to get started using it? Read on!

While the steps in designing microlearning may seem simple, the challenge lies in the mindset shift you simultaneously drive. These days, most organizations are used to what I call "formal e-learning" - the 45 minute module with narration you click through. They feel safe there, they expect it, learners know how to take it. With that in mind, designing microlearning for just-in-time training isn't enough. You also need a change management strategy to educate stakeholders and get them onboard. When you first start to plan your microlearning, also consider the following: 1. Have an elevator speech on what microlearning is. 2. Connect with stakeholders and share the business impact of microlearning. 3. Have a high level strategy for role out.

Designing effective microlearning modules requires a keen understanding of the learner's immediate needs. In the realm of digital strategy, this might mean creating short modules on understanding analytics data or optimizing ad campaigns. The key is to ensure that the content is directly applicable. For instance, a module I once developed on SEO basics was accompanied by a checklist that digital strategists could immediately implement in their projects.

In the digital realm, everything is data-driven. After rolling out microlearning modules, I often use analytics to gauge engagement levels. But beyond quantitative data, qualitative feedback is invaluable. Regular check-ins with the team can provide insights into how effective the training was and what further support they might need.

Optimization is at the heart of digital strategy. Similarly, microlearning modules should be regularly updated to stay relevant. For instance, a module on social media algorithms might need frequent updates given the ever-changing nature of these platforms. Feedback loops, both from the technology providing the training and the learners themselves, are crucial in this optimization process.

As digital strategies evolve, so do training needs. When considering scaling, it's essential to have a modular approach to microlearning. This way, as new tools or strategies become prevalent, new modules can be quickly developed and added to the existing training suite. For instance, with the rise of AI in digital marketing, I introduced bite-sized modules on AI basics, ensuring the team was always ahead of the curve.

Starting with microlearning in the context of digital strategy means identifying the most common challenges the team faces. Once these pain points are identified, microlearning modules can be developed to address them. It's also essential to have a feedback mechanism in place right from the start. This ensures that the training remains relevant and continues to address the team's evolving needs.

One crucial aspect of microlearning, especially in the dynamic world of digital strategy, is the importance of fostering a culture of continuous learning. Encouraging team members to not only engage with the provided modules but also to seek out knowledge independently can drive innovation. After all, in the digital realm, staying stagnant is not an option. The goal of microlearning is not just to solve immediate challenges but to instill a mindset of growth and adaptability.

Microlearning delivers just-in-time training by offering short, focused, and easily digestible lessons. It provides specific information when and where learners need it, ensuring immediate relevance. Utilizing brief videos, quizzes, or infographics, microlearning engages learners quickly, enhancing retention. Its accessible format allows learners to access content on-demand, making it an effective method for delivering timely, targeted training precisely when individuals require it, improving overall learning outcomes.