Sherrie Suski explains the specifics of microlearning, a learning technique often surrounded by myths and misconceptions.

1. Microlearning
What it is and what it isn’t

2. Microlearning
 3-5 minute short, focused learning sessions
 Focused on a specific learning outcome
 Likely includes video
 Reinforces a skill set

3. Best uses
 Microlearning modules are best used to:
 Reinforce a skill set
 Address a specific training gap
 Get right to the point when the “why” is already understood
 Teach simple tasks
 Increase retention
 Test for quick understanding

4. Components of Microlearning
 When creating your microlearning modules be sure to include:
 Only one learning objective per module
 Incorporate video
 Ensure production quality is superior
 Ensure you stay within a 5 minute timeframe
 Develop quick quizzes to ensure that learning did indeed take place

5. Traditional Training Modules
 Traditional training modules are best used for:
 Complex learning scenarios
 Cases where the audience needs to understand the “why”
 First time introductions of material
 Situations where microlearning could come across as
fragmented learning

6. Microlearning
 Microlearning is best used in conjunction with, not instead of, more
traditional training modules
 Using both approaches together will significantly enhance your employee’s
ability to understand and retain the information presented