Micro-learning refers to bite-sized training assets. It is not only compact, it’s also focused, offering just the right amount of information necessary to help a learner achieve a specific, actionable objective. This makes micro-learning in business contexts especially valuable. – Allen Communication Learning Services
Because the very nature of microlearning is to take one small idea or topic and create a very specific course around that material, complicated topics like soft skills may be too complex to implement in this format. It’s much more suited to hard skills where something like learning how to use Microsoft Words can be broken down into microlearning content or modules that cover one feature or “how-to”.
Comparatively, soft skills can be hard to teach within such a short period of time as it’s not just a matter of saying “this is what you do when faced with a difficult customer” but is a combination of situational analysis skills that will take time and multiple modules to cover effectively.
This is not an exhaustive list of the ways microlearning can be effective, nor does it encompass all the ways it’s not a fit for particular topics or concepts. However, this should provide a better idea of when it might be most beneficial to present material in a microlearning format over a more standard-length course.
Here’s a simple table of when microlearning does and doesn’t make sense.
Do take note that these are just the situations when it’s most beneficial to consider whether microlearning may be the best and most effective learning format for a particular idea, topic, objective, or skill.