MicroLearning is very popular in corporate training these days. In fact, some argue that this concept has been reduced to a mere buzzword, while others claim it’s a panacea for any training woes. MicroLearning is neither: it remains an important method of training that, while widely applicable, is not perfect for every situation or audience. Today, we’ll dispel some myths about MicroLearning.
Myth: MicroLearning is any content broken into chunks.
Fact: As with any training method, MicroLearning involves more than just presenting the information. It requires practice and feedback, and reinforcement. You still have to design a training course for those chunks: guides, quizzes, etc. For example, you can’t just deconstruct a carburetor, hand the parts to a learner, and expect that person to put it back together perfectly.
Myth: MicroLearning is suitable for any training course or material.
Fact: MicroLearning is highly adaptable and generally well-received but the one-size-fits-all training method just does not exist. For example, leadership development has better results using MacroLearning. The concept of leadership is broad and quite nuanced. MicroLearning is ideal for skill-based training, or at least smaller concepts.
Myth: MicroLearning is only for Millennials.
Fact: MicroLearning can work with any generation. Baby Boomers can benefit from the smaller chunks of knowledge even though they were raised with more traditional training methods. On a related note, some Millennials might not respond to this training method. Learning is so individualized–especially with Millennials and Generation Z employees–that no one method can be considered always right or always wrong for any age group.
Myth: MicroLearning doesn’t work for some industries.
Fact: MicroLearning can be adapted to almost any subject matter with some thought. As long as the subject matter involves skills or small concepts and the material is formatted correctly, any industry could potentially benefit from MicroLearning. This is not to say that, for instance, a state bar association should implement MicroLearning for its continuing legal education courses–the breadth of the subject matter would be ill-suited for MicroLearning. However, a state bar association could use MicroLearning to train members on updated filing policies because the subject matter is narrow in scope.
Myth: MicroLearning can only be a form of eLearning.
Fact: While most MicroLearning courses are also eLearning courses, this does not mean that MicroLearning is limited to the digital world. Theoretically, all a course needs to be considered MicroLearning is a series of brief sessions with a narrow focus. You could achieve this in brief face-to-face training sessions or even pamphlets.
MicroLearning is neither useless nor perfect; it’s just another valuable tool for training professionals. As with any training method, professionals need to assess the situation, the audience, and the desired outcomes before they decide to utilize MicroLearning and how it can add value to your training program and meet the needs of the modern learner.