Formal trainings have proven to be increasingly inadequate to enhance employee performance as more millennial make up the majority of our workforce.
By 2025, Millennials alone will make up that 75 percent of the workforce. The average attention span of the Millennial generation is 90 seconds.
In contrast, micro-learning has gain traction over the past few years as a key methodology for teaching and delivering content to learners in bite-sized bursts. It is also hugely popular as the learners are in control of what they learn and when they’re learning. Here are six myths about micro-learning and why we think they might not be entirely true.
Myth 1: Micro-learning will replace formal training
Truth: Micro-learning is different from formal face-to-face training. Micro-learning focuses on the work while training focuses on the learning required to do the work. However, it is important to note that micro-learning are not a replacement for formal training. They complement formal training by making it more interesting and meaningful to the learner so that they can apply it on the job.
Myth 2: Micro-learning is mostly for corporate learning setting
Truth: Micro-learning, when deployed well, can be highly effective in tackling certain specific issues. These might be recreational learning, language training, DIY learning etc. The key is identifying how best to ‘chunk’ these information into individual valuable learning opportunities.
Myth 3: Micro-learning will be replaced by other learning strategies
Truth: It is very unlikely because micro-learning – unlike any other learning strategy, is focusing on the needs of ‘now’. This is something not many learning strategies can achieve.
Myth 4: Micro-learning means short content
Truth: Micro-learning is made up of ‘short content’ or ‘micro learning asset’, but that doesn’t mean any short content is micro-learning content. In ideal case, a micro-learning should always lead to the effective absorption of knowledge, with perhaps some form of formative/ summative assessment.
Myth 5: You simply need to break up content to make it micro-learning content
Truth: Content chunking is the easy part of creating micro-learning. The challenging part is to recreate and present the micro content such that it makes sense to the learner, viewed individually or as a curriculum.
Myth 6: Micro-learning is suitable for all types of training
Truth: While micro-learning is very successful, we don’t think (at least for the near future) that it can be used effectively and efficiently for all training content. There is a need to understand the learning needs, commitment and profile of the learners, the intended learning outcome of the training and also the resources available.