Microlearning: Going Beyond the Buzzword
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The document discusses microlearning and its benefits over traditional training methods. It defines microlearning as short bursts of targeted content that allows learners to immediately apply new knowledge. Microlearning works best when the content is aligned with how work is done and learning naturally occurs. It can be leveraged to achieve sustainable development when the user interface is easy to use and integrated with learning systems, content is produced beyond just traditional developers, and adaptive technologies deliver the right content at the right time. The presentation provides insights into the link between learning science and microlearning and how to create continuous development opportunities with this approach.
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Microlearning: Going Beyond the Buzzword
- 1. Mimeo.com, Inc. All Rights Reserved. Microlearning: Going Beyond the Buzzword Dr. Manal Houri Ericsson JD Dillon Axonify Ann McDonald Mimeo Keith Mahon State Street #MimeoWebinar
- 2. Mimeo.com, Inc. All Rights Reserved. Join audio: • Choose “Computer audio” to use VoIP • Choose “Phone call” and dial using the information provided Questions/Comments: • Submit questions and comments via the Questions panel. • Please download the materials from the materials pane before leaving today’s session. • Please continue to submit your text questions and comments using the Questions Pane Note: Today’s presentation is being recorded and will be shared with you tomorrow. Your Participation
- 3. Mimeo.com, Inc. All Rights Reserved. How are you using microlearning?
- 4. Mimeo.com, Inc. All Rights Reserved. Today’s Goals • The link between the science of learning and microlearning • When it works/does not work • Create continuous development opportunities • Microlearning technology
- 5. Mimeo.com, Inc. All Rights Reserved. Dr. Manal Houri Ericsson JD Dillon Axonify Keith Mahon State Street #MimeoWebinar
- 7. Mimeo.com, Inc. All Rights Reserved. Key Learning Points • Learners need the ability to immediately apply what they learn • Traditional training methods are not as conducive to knowledge transfer in modern workplaces and to evolved mindsets • Knowledge transfer can be prescriptive and proactive versus reactive • Today’s learning techniques need to provide flexibility to meet varying needs
- 8. When Does Microlearning Work Best?
- 9. Mimeo.com, Inc. All Rights Reserved. Key Learning Points • More suitable for some audiences than others • Consider the change impact to your organization and the learner • Align to the context in which work is being done and learning is already occurring • Learners are more ready than ever to adopt this method
- 10. How Can Microlearning Be Leveraged to Achieve Sustainable Development?
- 11. Mimeo.com, Inc. All Rights Reserved. Key Learning Points • User interface, ease of use, familiar self-serve format and integration with learning systems are ideal • Think beyond traditional developers to produce content • Design an experience that fits the context of work and desired outcomes and provide adaptive technology to deliver the right content at the right time • Consider future technologies such as VR and how they may be applied or leveraged
- 12. Mimeo.com, Inc. All Rights Reserved. Q&A #MimeoWebinar Additional Resources: • State of L&D 2016 • Stop by Booth 308 at ATD Techknowledge in Las Vegas on January 11th and 12th and play Plinko with us!
Notes de l'éditeur
- Ann: Welcome everyone to today’s webinar, “Microlearning: Going Beyond the Buzzword.” My name is Ann McDonald, and I’m the Talent Development Director here at Mimeo, where one of the many services we provide for the learning and development community is producing monthly educational webinars. I’m joined today by a panel of experts who will be sharing some of their insight, best practices and lessons learned around microlearning, they have a lot of great information about the subject, so I’m glad you were able to take the time to join us. Before I introduce them to you, let me tell you a little bit about Mimeo for those of you who don’t know us, so you know who we are and what we do. Our mission is to save trainers the valuable time it takes to distribute the amazing training content you produce either in print, digitally or both, wherever and whenever you need it. Whether you offer consulting services or you’re in corporate L&D, Mimeo can help. In fact, on the average day over 10,000 learners engage with content delivered by Mimeo in both print and digital format. I personally started my relationship with Mimeo as a customer in charge of a L & D department and I can personally tell you that Mimeo saved me a significant amount of time which allowed me to stay on top of L & D trends such as the topic we are covering today. So I encourage you to stay on to the end of this webinar for a quick, 10-minute overview of our platform to learn how Mimeo can make a difference for you.
- During today’s webinar, we encourage audience participation, and we’ll be saving time at the end of the webinar to answer questions before our short Mimeo demo. Your microphones and phones are muted so as you think of questions throughout the webinar, please type them into questions field which you can locate by clicking on the arrow to expand the gotowebinar control panel on the right side of your screen. If you would like to download the slides from today’s presentation as well as other relevant reference materials, they are available in Handouts pane of the gotowebinar panel. A recording of today’s presentation will be available on the Mimeo Website. You will be emailed the link to make it easy for you to review and share. And finally, if you’re on Twitter, please join the conversation with #MimeoWebinar. Now that we have all of the housekeeping items out of the way, let’s get to the reason you are all here today…to go beyond the buzzword and take a deeper dive into micro learning. But we turn the floor over to our panel of experts, we’d like to learn a little more about your current relationship with microlearning and your goals here today. So before you start to ask your questions, we have a question for all of you….
- To do that, I’m going to Launch a quick poll and have you take a few seconds to respond… How are you or your company using microlearning? I use it regularly, it's part of our L & D strategy. I've started to incorporate some, but would like to do more. I'm a microlearning machine! It's all I do!! I'm building a case for it but need more information. I don't know much about it, that's why I'm here! So it look like the majority of you are starting to incorporate or want to it and are looking for more information so you can either start integrate microlearning into your L & D strategy, or learn more in order to expand your current efforts. And that’s great because that is exactly what our goal is today
- And that’s the goal of this session today, to pull back the curtain on micro learning and provide you with a better understanding of what it is, where it fits into an overall learning strategy and how it can be leveraged to achieve sustainable learning. The objective today is to provide insight so that you can: Gain a better understanding of the link between the science of learning and microlearning Understand when microlearning works best Leverage micro learning to create continuous development opportunity and increase learning sustainability Identify how technology supports microlearning. Very simply put, of Microlearning is a way of teaching and delivering content to learners in small, very specific bursts and generally the learners are in control of what and when they’re learning. However, you likely more in depth questions about microlearning such as: How does micro learning fit into an overall learning strategy? Who does it work for and why? And how do I know how to implement it in my organization? To share their views on these questions and more, we are very fortunate today to be joined by three leaders in the field of learning and development who each boast extensive experience in impacting results through innovative yet practical approaches to knowledge transfer such as micro learning.
- I’ll start the introductions with Dr. Manal Houri who is a Technical Training Manager at Ericsson Learning Services. Dr. Houri is driving the strategic learning portfolio transformation in region North America in alignment with Ericsson’s customer technical competence growth plans. As a researcher, consultant and manager, Dr. Houri has been a leader in the technical learning area for more than 10 years with focus on thought leadership and strategic innovation. Next, joining us is JD Dillon from Axonify. JD has spent 15 years designing and implementing learning and performance strategies for respected global organizations, including The Walt Disney Company, Kaplan, Brambles, and AMC Theatres. In his current role with Axonify, JD works with an award-winning team to boost employee knowledge and performance for global partners through the application of modern learning theory and cutting-edge technology. And also joining us is Keith May hon. Keith is a Training Consultant for State Street Global Advisors where they have been using microlearning for product education, selling skills and the adoption and full utilization of critical business systems such as their CRM. So let’s start getting some insight from our panelists.
- Earlier, I mentioned a very basic and high-level definition of micro-learning which simply described it as a way of teaching and delivering content to learners in small, very specific bursts and generally the learners are in control of what and when they’re learning. But this doesn’t really cover the specifics around how micro learning works and why, so panelists, I’m going to ask you some questions to help our attendees gain a deeper understanding of if what it really is, how it relates to the science of learning, and I would also like to get your take on the impact of micro learning on the future of L & D. Audience members, please feel to submit your questions as well and we will monitor and try interject them as appropriate throughout the discussion. So I think an appropriate starting point would be to address the science behind learning, the learning audience of the 21st century, and how these factors impacts the future direction of L & D. And JD, I’m going to ask you to kick us off on this topic so if you could tell us your insight on the science of learning and your response to the question, “Is microlearning the future of L & D?”
- It’s not just about shorter attention spans, learners need the ability to immediately apply what they learn. Retention becomes an issue when what is being learned is not being immediately implemented. Microlearning supports the ability to consume information in the environment where it can be applied. Traditional training methods are not as conducive to knowledge transfer in modern workplaces and to evolved mindsets – classroom or even traditional elearning can be too time and place focused to allow learnings to immediately applied, especially thinking about dispersed or field based workforces. Micro-learning allows for learning to proactively find its way to the learner based on cues, patterns, competencies or activities of the learning allowing for prescriptive learning versus reactive learning Today’s learning techniques need to move from a one size fits all approach and provide flexibility to meet varying needs in order to be in sync with the learners preferred methods of learning. Meaning there needs to be variety, there is not a silver bullet.
- Now that we have a better understanding of what and the why of micro learning, I’d like to hear from you all about when you feel microlearning works best. Manal, could you start the conversation around by sharing with us when you have used microlearning successfully? And also, if you have an example of when it hasn’t worked or been the right fit for the situation? Additional questions I may ask: Do you find it to be more appropriate for certain topics and/or audiences than others/when do you chose to use it? How does it fit into people’s current pattern’s of behavior? Does it help to improve measurement of learning or knowledge transfer?
- Microlearning can be a better for some audiences than others such as field sales force vs. someone who may be working in a lab. Don’t underestimate the need for change management when introducing microlearning People are learning all the time, especially when they are working so maximize microlearning by aligning to the context in which work is being done and learning is already occurring With use of social media and self serve venues like Ted Talks, learners are more ready than ever to adopt micorlearning as a mainstream learning modality.
- Finding a knowledge transfer method that support sustainable development, I think, is something that we all strive for. So let’s take a look at how microlearning learning can be leveraged to do just do just that. Of course to develop and deliver knowledge, training and information in a sustainable format, technology is a key component. So Keith, can you kick of this subject and share what you would consider to be some of the technology considerations that come along with microlearning, not only for the end user, but from the creator/developer perspective as well? Additional questions I may ask: How easy/not easy is it to create microlearning activity? Is there new naming that goes along with microlearning activities and how do you organize them for example , do you call them courses, does a series make a “course”, etc. What resources are needed or do you leverage, do you create in house or outsource? What recommendations to you have for any of our audience who has not yet introduced micro-learning or looking to grow their microlearning to set the stage for their success.
- With technology, user interface, ease of use and familiar self-serve format are important components for the end user, think Netflix type format. You also want to consider the value or importance of links to or integrations with other learning systems. For example, is it beneficial to have it linked to your LMS, or other critical information systems? From the perspective of the creation of content, the development of learning no longer needs to rely on dedicated content developers, learners want to hear from peers, SMEs, leaders, etc. Using a “it takes a village” outlook to create content with many players involved in making contributions (similar to that of a “production”) Speaking to the earlier point that learning occurs ongoing and needs to be applied on the job immediately, you’ll want to design an experience that fits the context of day to day work. For me personally as and L & D leader, it is important to have adaptive technology to deliver the right content at the right time. For example, when I have a sales person in a specific stage of the sales process, I want them to have recommendations for the most appropriate content at that moment in order to have the most impact on the learning opportunity. It’s important to think of the future needs of the learning and future technologies such as VR and how they may be applied or leveraged. I’d like to personally thank our panel of experts for sharing their experiences with us and giving us some great “food for thought” about microlearning. I see we do have some questions that were not yet addressed so we have a few minutes to address some of those, and then, do plan to stay for our quick demo so you can learn how Mimeo can help give you some of your time back by helping to streamline the delivery of your print and digital content.
- Q & A, and then give reminder about upcoming events before turning over to demo. Thank you again to JD, Manal and Keith for joining us today, and now I’ll turn the floor to my collegue, Michael Kennedy to show you, What Mimeo can do for you.