MICROLEARNING FOR TRANSFORMATION, NOT INFORMATION TRANSFER
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The modern employee has 1% of their week to focus on training. What can they do with that roughly 24 minutes a week? Turns out, a lot. Armed with digestible and easily accessible microlearning experiences, we can create meaningful changes in behavior across our organizations. Along the way, we can help elevate the role of L&D from order takers to change makers. Join Alex Khurgin, Director of Learning Innovation at Grovo, as he explains the importance of leveraging microlearning when training modern employees and how to create a microlearning strategy of your own to meet the needs of your audience and goals of your company. In this session, you’ll learn to: Overcome the three misconceptions that block most L&D initiatives from being successful Create microlearning experiences that capture attention, motivate action, and make learninstick Prove and report on behavior change, not meaningless learning metrics
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MICROLEARNING FOR TRANSFORMATION, NOT INFORMATION TRANSFER
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- 5. grovo.com Microlearning for Transformation, Not Information Transfer
- 7. “Joy is the feeling of one’s power increasing.” grovo.com Friedrich Nietzsche, Philosopher
- 8. Learning in short, focused bursts grovo.com Microlearning
- 9. grovo.com What does microlearning look like? Format can vary as long as it’s short and focused Elearning Mobile learning Traditional formats
- 10. The world is changing faster than ever. grovo.com Why learn in short, focused bursts?
- 11. “HR needs to do better in leading change in the organization. We will need to focus on the benefits of the change before enabling, energizing and empowering the team to execute.” “The transformation...was a little scary for a lot of people. We had to build lots of new behaviors into the ranks. But one of the things I absolutely love… is that learning was at the table from the very beginning and for the entire transformation journey.” “Yesterday's learning curve has become today's race track, and that means building a superior learning organization is now a necessity for any company that wants to be a top competitor.” Continuous change is the new status quo grovo.com HR and L&D organizations at the forefront recognize the need to invest in and adapt to these trends
- 12. Our intuitions about learning are often spectacularly wrong. grovo.com Why learn in short, focused bursts?
- 13. grovo.com
- 14. grovo.com Why learn in short, focused bursts? Our brains learn best in bursts.
- 15. A quick detour down memory lane grovo.com
- 19. grovo.com Why learn in short, focused bursts? Let’s recap... The world is changing faster than ever Our intuitions about learning are often spectacularly wrong Our brains learn best in bursts
- 20. How to develop your team with microlearning grovo.com
- 21. Effective workplace learning doesn’t just increase what employees know--it transforms what they do. grovo.com Step 1: Investigate the problem Identify target behaviors
- 22. Behaviors ● Giving effective feedback ● Managing an innovation project ● Delivering an inspiring presentation ● Pitching a new idea ● Coding a website ● Playing jazz guitar ● Baking desserts ● etc. grovo.com
- 23. Define management standards for your organization grovo.com
- 24. Effective workplace learning doesn’t just increase what employees know--it transforms what they do. grovo.com Don’t start designing around the points that you or an SME find important. Interview your audience first to learn why they succeed or fail at the target behaviors. Identify target behaviors Talk to your learners Step 1: Investigate the problem
- 25. grovo.com What to ask learners ● When do you succeed at this behavior? ● When do you fail? ● Do you ever avoid it? ● Were you even aware you had to do it? ● What would make this behavior easier for you?
- 26. grovo.com
- 27. Effective workplace learning doesn’t just increase what employees know--it transforms what they do. grovo.com Don’t start designing around the points that you or an SME find important. Interview your audience first to learn why they succeed or fail at the target behaviors. Talk to your learners Most things we want to learn are intimidating when taken as a whole. Break behaviors down so that people can learn the parts one at a time. Define microbehaviorsIdentify target behaviors Step 1: Investigate the problem
- 28. Giving effective feedback in microbehaviors ● Prepare to give feedback ● Give clear feedback using SBI (situation, behavior, impact) ● Follow-up on feedback grovo.com
- 29. What behavior(s) are your people going to learn? grovo.com
- 30. Capture and keep attention with short bursts of daily learning. Start with fundamentals and build up gradually. End every lesson with some application. grovo.com Step 2: Create microlearning experiences 5-10 minutes per day
- 31. grovo.com The Almost Perfect Lesson ● Aha Moment (story, reflection, surprising question, etc.) ● Key message ● How to ● Example ● Practice ● Call-to-action How to teach a microbehavior
- 32. grovo.com
- 33. Capture and keep attention with short bursts of daily learning. Start with fundamentals and build up gradually. End every lesson with some application. grovo.com Step 2: Create microlearning experiences 5-10 minutes per day Learning events are typically forgetting events - when we learn something once, our skills and knowledge decay soon after. To fight forgetting, space learning out and help your audience review what they’ve already learned. Fight forgetting
- 34. grovo.com Monday Learn microbehavior 1. Practice. Preview microbehavior 2. Tuesday Review microbehavior 1. Learn microbehavior 2. Practice. Preview microbehavior 3. Wednesday Review microbehavior 2. Learn microbehavior 3. Practice. Preview microbehavior 4. Thursday Review microbehavior 3. Learn microbehavior 4. Practice. Preview microbehavior 5. Friday Review microbehavior 4. Learn microbehavior 5. Practice. Get ready to perform. Sample week of microlearning
- 35. Capture and keep attention with short bursts of daily learning. Start with fundamentals and build up gradually. End every lesson with some application. grovo.com Step 2: Create microlearning experiences 5-10 minutes per day Learning events are typically forgetting events - when we learn something once, our skills and knowledge decay soon after. To fight forgetting, space learning out and help your audience review what they’ve already learned. Fight forgetting Microlearning before and after live sessions means the time you spend in person is time better spent. Blend with live sessions
- 36. How would you break your chosen behavior into a week of microlearning? grovo.com
- 37. We don’t just learn willy nilly - when we’re not truly motivated, we don’t pay enough attention to learn effectively. grovo.com Step 3: Launch a microlearning campaign Find the point of need
- 38. Get ready for the point of need Motivation is highest and training time needed/available is lowest approaching the point of need. Point of need Time Amount of training needed Motivation to learn
- 39. Point of need Time Amount of training needed Sweet spot Motivation to learn Get ready for the point of need Motivation is highest and training time needed/available is lowest approaching the point of need.
- 40. grovo.com Points of need can be ● Someone’s current work ● An upcoming performance ● A new role or expectation ● A company-wide initiative ● A pressing problem ● Constructive feedback ● etc.
- 41. We don’t just learn willy nilly - when we’re not truly motivated, we don’t pay enough attention to learn effectively. grovo.com Step 3: Launch a microlearning campaign Find the point of need Think like a marketer - let your learners know what’s coming and why they should care, across multiple channels. Launch with fanfare
- 43. We don’t just learn willy nilly - when we’re not truly motivated, we don’t pay enough attention to learn effectively. grovo.com Step 3: Launch a microlearning campaign Find the point of need Think like a marketer - let your learners know what’s coming and why they should care, across multiple channels. Launch with fanfare Get learners to publicly commit to learning, changing their behaviors, or preparing for the point of need. When people state their intentions, they’re more likely to go through with them. Get their buy-in
- 44. What is the point of need for your microlearning campaign? grovo.com
- 45. grovo.com Tracking learner progress ● Milestones ● Performance rubric ● Feedback from role models ● Likert scales
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