Microlearning has emerged as a great model to impart knowledge and concepts quickly. In this blog, I will discuss the five microlearning formats that we recommend for delivering high impact microlearning.
For microlearning to be truly microlearning, it needs to have the following features:
- It has to be a standalone piece of content.
- It must focus on a specific learning outcome.
- It should include rich multimedia, game-based strategy, and so on to engage the learners.
With these, microlearning can create the right impact on the learners’ mind and thus, in turn, reflect in their performance.
In another article, “Creating An Effective Learning Experience Through Microlearning Strategy”, I mentioned that it is important to have clear goals that can be accomplished through microlearning.
Some of the goals include, but are not limited to the following:
- Improve retention of the concept learned
- Act as just-in-time learning to assist the learner in the field or at workplace
- Provide a positive reinforcement of knowledge
- Provide additional information over and above the main learning content
- Offer tips to do a job better or complete a task successfully
Therefore, a good microlearning piece or nugget that addresses the above goals will have a good impact on the learners. In my experience, I have seen when microlearning was designed in certain formats, it helped in accomplishing these goals.
There are five formats that we recommend for a good microlearning intervention.
Videos are a great way to create maximum impact in microlearning. Short impactful videos with thought-provoking questions in the end, can help learners understand the concept well and apply it on their job. An impactful video with the right use of visuals can go a long way in helping learners recall the concept well and leave a lasting impression on the mind of the learner. We believe videos will continue to be the most preferred format of delivering microlearning content in 2020 also.
Short games that can be finished within 10 minutes can create a great impact as a form of microlearning. Gamification makes learning interesting and absorbing. By adding interesting game elements, such as points, scores, levels, and badges, learning becomes enjoyable and memorable and provides very exciting experience for the learners.
Podcasts are a great way of imparting knowledge. If they are well made and done by a subject matter expert or an industry professional with vast experience, the learners pay more attention. In these times, learners’ time must be well spent, and also, they should not drift away. Podcasts offer flexibility for the learners. Learners can listen to podcasts anytime and anywhere. They can comfortably listen to podcasts while traveling to work or home, while having food, or even when they go for a stroll in the garden.
Short quizzes with not more than 10 questions can form a microlearning intervention in itself. Quizzes can create quick and high impact microlearning. These can be used as a great way to help learners learn new concepts, refresh their knowledge, or test their understanding of the concepts.
5. Activity-based Nuggets
A microlearning course that is primarily driven through activities and diagnostic feedback or debrief helps learners learn concepts through the discovery mode. First, they perform the activity, then they get the feedback, and finally the content helps them reinforce the key concepts. Activity-based microlearning is a great way to create an impact in 2020 and is highly recommended.
Delivering Microlearning To Teams On The Move
The five formats that I mentioned will work especially well for sales teams or the workforce that are on the move or have little time for long drawn training programs. These formats of microlearning rather work well for the workforce that are dispersed geographically.
Thus, employees working in any industry and have little time for learning can reap benefits from impactful microlearning interventions.
Learners will certainly benefit from microlearning, as they get through the modules quickly and can repeat the learning many times as well. Retention is better and application on the job is better as well.