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More Than Micro - Designing Learning That Fits (Learning Tech Day)


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Microlearning is an extremely popular topic right now within the learning and performance field. While practitioners and stakeholders alike say they want it, the industry has not yet really defined "microlearning." Without a consistent understanding of the concept and tactics, L&D risks turning microlearning into another short-lived trend that fails to help us better support people and organizations.

This session tries to demystify microlearning by clearly defining it in three words: learning that fits. We explain why microlearning is actually an "informed reimagination" of familiar L&D tactics. We show how to design learning solutions that "fit" within the modern workplace. We discuss the importance of technology in a microlearning strategy, especially for distributed organizations. Participants leave armed with the principles needed to start applying microlearning in their everyday work.

Published in: Business

More Than Micro - Designing Learning That Fits (Learning Tech Day)

  1. 1. MORE THAN MICROdesigning learning that fits
  2. 2. JD Dillon Chief Learning Architect, Axonify Principal + Founder, LearnGeek
  3. 3. What is microlearning?
  4. 4. Microlearning is getting A LOT of industry attention lately – both good and bad.
  5. 5. Disney L&D pros can get distracted by the latest + greatest. And who can blame them?
  6. 6. Social Mobile Gamification Data Video Brain Science Microlearning Unfortunately, we often fail to find the value of an existing tactic before moving on to the next trend.
  7. 7. Why microlearning? Why now?
  8. 8. Pixabay We’re at an intersection of workplace forces that have enabled the microlearning discussion.
  9. 9. 67% changes in work require employees to increasingly learn faster 44% employees work primarily using mobile devices The working world is evolving … Transforming Talent Management for the Modern Workforce Fosway Group 2017 69% expect development to be more important to employees in the future 88% find time and competing priorities are barriers to providing support … but our ability to support it hasn’t kept pace.
  10. 10. We’re finally starting to pay attention to the science of learning, including the realities of human memory.
  11. 11. Learning at HOME Learning at WORK Pexels There is a growing gap between how we learn and solve problems at home vs at work.
  12. 12. Characters property of Warner BrosPexels We know we can’t keep up with the pace of modern business using antiquated tactics. L&D Business
  13. 13. Pexels L&D must evolve to meet the needs of today’s employees – who are time-starved and need better support for the demands of increasingly complex work..
  14. 14. What is microlearning?
  15. 15. The Myths Specific duration Millennials only Just video Self-directed Replaces everything Before we address what microlearning really is, we have to get past what it is NOT.
  16. 16. Pexels Microlearning isn’t new! It’s a re-imagination of how we support people.
  17. 17. learning that FITS.
  18. 18. Pexels L&D can be more supportive if we bring resources + opportunities to employees, not force them to come to us (like pizza).
  19. 19. Pexels What does FIT mean when it comes to workplace learning?
  20. 20. let’s unpack FIT Clearly defined business goal FOCUS Aligns to established behaviors FAMILIARITY Applies proven learning science SCIENCE Available wherever, whenever ACCESS Design matches message + context FORMAT Uses data to target employee need DATA
  21. 21. Reinforcement Analytics Motivation Feedback Shared experience Community of knowledge Events Online content Experience Messaging Knowledge growth Business results continuous learning experience Coaching These principles can enable a continuous learning experience that FITS the employee.
  22. 22. How do you build content that aligns to right fit principles?
  23. 23. Pexels First, L&D must recognize that we have MANY more options beyond courses.
  24. 24. Pexels We must apply the right solution to solve the right problem within the employees’ context.
  25. 25. Second, we must agree to focus on only NEED to know information and not overwhelm our employees’ ability to retain – even if the SMEs think everything must be covered.
  26. 26. CONTENT RESULTSKNOW DO results first approach
  27. 27. Unstructured Structured Availability to Employee Shared Knowledge Performance Support Continued Reinforcement Management Support On-Demand Training Formal Training Context Criticality Complexity Timeliness modern framework for learning
  28. 28. For example … An apparel retailer wants to decrease it’s store shrink rate, including employee and customer theft. Pexels
  29. 29. CONTENT Store policies + common theft indicators Identify and report potential theft Reduced Shrink Retail Associates Context | Criticality | Complexity | Timeliness
  30. 30. Unstructured Structured Availability to Employee Shared Knowledge Performance Support Continued Reinforcement Policy available Contact options Burst reinforcement
  31. 31. Pexels / Pixabay Microlearning principles can be applied to support any use case or topic.
  32. 32. Buy-In Understanding Motivation Skills Technology
  33. 33. Microlearning isn’t as much a strategy as it is a mindset.
  34. 34. It’s about FOCUS, not duration It’s about RESULTS, not content It’s about CONTEXT, not devices It’s about SUPPORT, not courses It’s about VALUE, not volume It’s about SCIENCE, not completions
  35. 35. BEWARE THE HYPE. Pexels
  36. 36. Characters property of Warner BrosPexels Our goal is to bring together the people who need with the people who know. Microlearning – learning that fits – enables this employee-centered experience.
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  38. 38.
  39. 39. @JD_Dillon
  40. 40. MORE THAN MICROdesigning learning that fits