![]() ![]() ![]() One of the biggest challenges with microlearning is how it supports leaders’ behavior on the job. Today that means making content readily available on easy-to-use platforms that can be accessed across devices, including mobile. Microlearning content must be easy to find and access. It’s another thing to put it in the hands of your leaders. It's one thing to have a library of good, quality microlearning content. But it’s not an appropriate tool for teaching “macro” concepts that need significant focus and attention. Since it offers fast, effective, and engaging content, it’s easy to want to use it for everything. Microlearning isn’t a one-size-fits-all approach. ![]() RISK: It’s hard to build complex knowledge and skills with microlearning alone. How can you help leaders to navigate the microlearning content available to them? Additionally, leaders may feel more confused and frustrated as they try to make sense of all the pieces. Offering leaders free rein over a library of microlearning content can increase the amount of time leaders spend on learning (or at least searching for learning content). RISK: An unorganized and unstructured approach to microlearning can actually make things worse. This makes it ideal for content areas that are likely to change more frequently. PRO: By its very nature, microlearning is faster to develop and easier to change. ![]() Giving leaders access to a well-organized and instructionally sound set of microlearning content can be incredibly empowering. DDI’s Global Leadership Forecast 2021 found that a third of leaders want more microlearning than they are currently receiving. PRO: Leaders love the variety, flexibility, and accessibility of microlearning. Cognitive overload can lead to frustration, stress, disengagement, and burnout. Cognitive overload occurs when learners are presented with more information than they are capable of processing at once. PRO: Cognitive science research shows that organizing learning content into smaller, bite-sized pieces can reduce the risk of cognitive overload. There are some pros and risks associated with microlearning. The promise of microlearning is strong: boost your skills with very little investment of time! What’s not to love about that?īut that doesn't mean that microlearning is the panacea for all leadership development needs. They can also retake assessments to determine whether they are improving and applying what they learn. For example, a short self-assessment is a type of microlearning that might help leaders understand how a topic is relevant to them and to identify their potential pitfalls. Bring relevance to a topic: Short learning formats can also help a leader go deeper to find how a topic is more relevant for them.For instance, leaders might watch a video or read a blog on unconscious bias to enhance training they received on interviewing job candidates. Explore complementary topics: Microlearning is an ideal way to introduce related concepts to a core skill.Reinforce concepts previously learned in a more in-depth course: For example, you might offer a microcourse on leading hybrid teams after a leader goes through a full course on team dynamics.They might quickly brush up on their skills using a microcourse or watch a short video on how to effectively have a tough conversation. Support for an immediate challenge: Think of a leader who might need to have a conversation about poor performance, and may need just-in-time help to plan how to address the situation.Some examples of these moments might include: Microlearning is ideal for reaching leaders quickly in a moment of need. What we will do is give you an understanding of different methods and how you can use them to build effective leadership development that supports both macro and micro moments of leadership. That would be like trying to pick the one best exercise. We aren’t going to tell you what the best learning method is or list methods in order of effectiveness. So what’s the quickest way to develop leaders? We suggest clients reframe the question to: How can I more effectively use micro and macro learning options to maximize the efficiency and impact of my leadership development efforts? Combining those targeted exercises with broader healthy habits-regular activity, good nutrition, etc.-delivers better overall performance. But you won’t see much progress if that’s all you do. Can you build strong abs with just five minutes of exercise a day? Possibly, if you do the right exercises. In fact, it’s much like building any other skill or muscle. But as experts in the field, we also ask clients to consider the implication of using only short courses. We understand the need to have more efficient approaches to leadership development. And sometimes it’s “You could, but you won’t get the same results.” It comes down to knowing the right moments to use micro and macro learning. But can you make it shorter?” We get this request often from clients. ![]()
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