where does microlearning fit in your learning strategy? · developing microlearning with proven...
TRANSCRIPT
Where Does Microlearning Fit in
Your Learning Strategy?
Table of Contents
Introduction
1. Understanding Microlearning and When to Use It
2. Blending Form and Function for High-Impact Microlearning Assets
3. Developing Microlearning with Proven Rapid Development Techniques
4. Harnessing the Power of Learning Analytics for Microlearning
Conclusion
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4
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Introduction
You provide your employees a 3-min video on your revised leave policy. Is it microlearning? What is microlearning the term being used extensively in L&D circles and touted as the panacea for all training problems?
organizations alike?
If you too are taken up by microlearning and want to get started with it, the first step is to get the basics right. This eBook gives you a clear picture of:
What microlearning is and what it is not
Types of microlearning assets apart from video
Deciding the form of microlearning based on function
Tools and questions to develop microlearning
Planning for learning analytics in conjunction with microlearning
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Understanding Microlearning and
When to Use It
Unit 1
What is Microlearning?
Small and focused
Acquisition of new
knowledge, skills, and abilities
Generating desired results
MICRO LEARNING PERFORMANCE
Microlearning is a flexible learning approach that can be used in a variety of ways to enhance individual and organizational performance.
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Simply chopping
up content into small
pieces
A new concept: The idea of using small
weaving them in the overall training strategy has been around for a
long time
A fixed time
minutes): It depends on the content
and objective
Appropriate to every situation
(task)
A single -
solution: In most
an array of learning solutions
Just one format
(video, in particular)
To be confused with performance support:
Performance support is applied on the job,
whereas microlearning supports learning, that is later transferred to
the job
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10 Critical Design Characteristics
Aligned with the desired organizational results
Tied to an overall learning/performance strategy: not a bunch of disparate objects
flooding an already crowded space for learners
Short and focused
Based on a single, clear performance-based objective and/or enabling knowledge objective
(directed) or made available -in-time)
1
2
3
4
5
Easily accessible learners should not have to search for the solution
Realistic and relevant
Creative, intriguing, inspirational
Appropriate to the objective and intended performance
Inherent value (WIIFM) is clear to the learner
10
9
8
7
6
10Critical Design Characteristics
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Key Benefits of Microlearning Learners & Organizations
Provides immediate, relevant value
Is targeted, concise, convenient and time-efficient
Gets learners in and get out (speed)
Is personal, flexible, adaptive and learner-centric
Fosters knowledge encoding, retention, retrieval, application, and transfer
Is engaging, immersive and offers variety
Is easily accessible
Allows for immediate feedback, sense of accomplishment and achievement
Facilitates collaboration, contributions, and sharing
Accelerates time to proficiency
Enables faster impact on desired results
Sustains, enhances, and drives performance
Decreases development and delivery time and costs
Expands configuration and format options
Can be easily updated, reused, and repurposed
Can evolve and adapt quickly (learning analytics can help)
Minimizes stakeholder and SME time
Reduces time away from work
Enhances employee motivation and loyalty
For Organizations:For Learners:
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Microlearning focuses on one learning objective.
Therefore, we need to:
1. Check the alignment with the desired organizational results.
2. This translates to the desired performance (what people have to be able to do to achieve the results).
3. The objective should be based on the associated action verb (unless we are addressing a knowledge-based enabling objective).
When to Use Microlearning
Desired Organizational
Results
Desired Performance
Objective(Task or Sub-task)
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If we use some task analysis fundamentals, we can ask:
1. What is the frequency (daily, weekly, monthly, annually)?
2. How important is that task relative to all other job responsibilities?
3. How easy or difficult is it to learn how to perform that task?
4. What is the risk associated with NOT performing to standard?
Ask:
Frequency?Importance?Difficulty of Learning?
Risk?
When to Use Microlearning
Desired Organizational
Results
Desired Performance
Objective(Task or Sub-task)
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To implement microlearning:
1. Frequency could be high or low
2. Importance could be high or low
3. Learning should be restively easy
4. Risk should be low
Frequency Importance Difficulty Risk
When to Use Microlearning
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Ongoing Performance Coaching and Development
Coach
Assess
RefineShare
Mentor
Assess
We can accelerate learning through a progressive array of microlearning performance solutions.
Structured Learning ElementsLearning is a journey!
Gain Attention
Foster Readiness
Inform MeShow Me
Stimulate Recall
Microlearning in a Strategic Learning Framework
Let Me Try Assess Me
Let Me Try
Prepare TransferReflect
Create Awareness
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Microlearning can be created in a wide variety of forms.
Types of Microlearning Solutions
Games
Animations
eBooks
Videos
GIFs
Quizzes
Concept & Process Maps
Infographics
Mobile Apps
WhiteboardAnimations
Simulations
Flipbooks
Blog
Curated Resource
Portal
Broadcasts
DigitalFlashcards
InteractiveResources
Audio
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Blending Form and Function for High-Impact
Microlearning Assets
Unit 2
Once the performance-based objectives are set, we determine the form (or shape) microlearning can take. This will decide how we will configure the learning experience.
Microlearning = Short and focused on one objective.
Desired Organizational
Results
Desired Performance
FormPerformance-based Objective
Focusing on the Function of Microlearning
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Form follows function!
Does this sound like an opportunity for microlearning?
New Hire Onboarding
We are working on our new hire onboarding program.
have to sit in a dark corner alone and read a bunch of policies.
The reality is that there are lots of resources and teammates to help them as they get started.
We want to make sure our new hires feel welcomed and part of the team!
Can you make something simple we can share with our new hire welcome email on their first day?
Example 1: Form Following Function
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Decreased turnover
Increased employee retention
Enhanced employee satisfaction
Assimilation
Acclimation
Social Integration
Communication
Expectations
Information Management
Consistency
Relationships
Support
Acculturation
New Hire Onboarding
New Hire Onboarding
Example 1: Form Following Function
Desired Organizational
Results
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Therefore, there are important enabling objectives to their individual job performance.
Specific to individual job functions
Accelerate time to proficiency
Build core competencies
Expedite productivity
New Hire Onboarding
Example 1: Form Following Function
Desired Organizational
Results
Desired Performance
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New Hire Onboarding
Focus on a single enabling objective
Recognize available support (resources and teammates) during the onboarding process.
Example 1: Form Following Function
Desired Organizational
Results
Desired Performance
Performance-based Objective
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New Hire Onboarding
Email distribution (embedded, attached, or linked)
Small file size (light)
Creative
Appeal to target audience
Simple, colorful, fun, and exciting
Tell a story
Desired Organizational
Results
Desired Performance
Performance-based Objective
Form
Example 1: Form Following Function
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sample roadmap of how you can use microlearning assets as part of your blended program for product training.
Implementing a Strategic Array
Quiz on Basic
Concepts
Product Animations/ eLearning
Hands-onTraining
Challenge Videos/ Animations (sales pitch)
Coaching Mobile Apps(performance
support)
Videos
Quizzes
Interactive PDFs
Strategic Games
Audio
Simulations
Infographics
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Developing Microlearning with Proven Rapid
Development Techniques
Unit 3
Microlearning either comes as a request for a training intervention or as an opportunity to increase training impact.
Desired Organizational
Results
Desired Performance
Performance-based Objective
Streamlined Development Path
Request or Opportunity
What are your desired organizational results?
How will this solution help your organization?
How will this solution contribute to your organizational goals?
What Key Performance Indicators (KPIs) or metrics are relevant?
What impact do you expect?
What do employees have to do to achieve the desired organizational results?
What would you like employees to do more efficiently and effectively?
What does a top performer do? How would you describe
What would you like to see employees doing more or less?
What performance can be improved?
What specific task should be the focus?
What would be a critical task to improve proficiency?
What should we address first? What knowledge would enable
employees to improve their performance?
How frequently is the task performed; how important is it relative to other tasks; how hard is it to learn; and, what is the risk?
Sample Discovery Questions
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Instructional Strategy
Instructional Considerations
Target Audience
Conditions & Criteria
Type of content
Facts
Concepts
Principles
Procedures
Processes
Instructional Activities
Form(Type)
Learning Analytics
When thinking about the instructional strategy for your microlearning assets, ensure you include the following:
Desired Organizational
Results
Desired Performance
Performance-based Objective
Request or Opportunity
Instructional Strategy
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Tips, Tricks, and Tools
Align with organizational results to add value
Build stakeholder receptivity to your recommendations
Use a Microlearning Design Plan Template to help guide stakeholders and capture notes
Use an Action Verb Taxonomy Tool to select verbs and associated enabling objectives
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Streamlined Development Path
Be cautious: collaborate with stakeholders and SMEs
Ask questions and show examples to illustrate and refine
Use a Microlearning Design Plan Templateto help shape your instructional strategy and capture notes
Get approvals before moving to production
Instructional Strategy
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Streamlined Production Path
Pre-Production Production Post-Production Placement
Design Blueprint
Tips, Tricks and Tools
Create and follow a production checklist(s)
Use the simplest development software tool(s) to do the job right
Conduct a pilot test (or soft launch)
Obtain approvals as you move through these phases
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Harnessing the Power of Learning Analytics
for Microlearning
Unit 4
proper analysis on the learning data they are collecting. A big part of the problem is that companies are still heavily focused on more transactional data such as course completions and grades.
Source: http://go.brandonhall.com/l/8262/2017-02-13/6mhwf8
2017 Learning Analytics Study
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Learning Analytics Process and Planning
A Plan that includes:
The Questions to ask and the decisions that are needed The Information Needed to answer those questions The Sources from where you will get that information The Methods how you will gather the information How you might analyze that information How you anticipate reporting your findings, conclusions, and
recommendations and to whom
Once you have the plan, you need to Enable data analytics the mechanics of the solution, along with where and how it is hosted
Collect the information
Analyze the data
Prepare your Report and make sure to Discuss it with the stakeholders.
Ultimately, we are looking for well informed-decisions and action!
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Learning Analytics Process and Planning A Piktochart
ACTION!
QuestionsWhat questions do you have? What decisions need to be made?
Info Needed
What information is needed?
Sources
From where can the information be obtained?
Methods
Has the microlearning assert contributed to on-the-job performance?
Analysis
How might the information be analyzed?
Reporting
How will the findings, conclusions and recommendations be reported? To whom?
RAPID PLANNINGA PROCESS
Plan
Enable
Monitor/Collect
Analyze
Report/Discuss
LEARNING ANALYTICS
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Questions to Lead the Way for Learning Analytics
Continuous Improvement (Design)
To what extent has the microlearning asset enabled the achievement of the objective?
Personalization and Adaptation
How can your microlearning assets be personalized and adapted to the individual?
Responsive/Supportive/Intervention
What action can be taken by a supervisor to address a performance issue(s)?
Predictive
Has the microlearning assert contributed to on-the-job performance?
Here are a few examples of the questions that can be asked.
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Learning Analytics in Action Video
Questions/Decisions
Was the video watched?
How frequently was the video accessed?
Were certain parts of the video used more than others?
Was there a correlation between the extent to which the video was watched and performance?
Did the instruction associated with the video transfer to on-the-job performance?
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Learning Analytics in Action Infographic
Questions/Decisions
Was the infographic viewed?
How frequently was the infographic accessed?
Was it liked and/or shared (social media)?
Did the infographic facilitate on-the-job performance?
Enablement Options
LMS
Web server
Direct Mail Software
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Conclusion
Well, we are sure you wont think of microlearning as just video now!
With learning analytics available to close the loop and understand & improve microlearning assets, it is worthwhile to invest in microlearning assets that are tide to your organizational goals. Microlearning solutions are of great appeal to remote workforce employees who spend a major part of their work day away from their desks.
With the evolution of technology, microlearning is now being used in conjunction with gamification, personalized learning, social learning, augmented reality, and more.
So, harness the power of small and in your training framework and experience game-changing results!
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About Us
CommLab India is the most sought-after global leader for its rapid eLearning solutions. We have been ranked third in the Top 10 eLearning Content Development Companies for 2018 for by eLearning Industry.
With our formidable authoring tools expertise and decades of experience in corporate training and instructional design, we offer rapid eLearning solutions for speed, scale, and value with any authoring tool:
1. ILT material conversion into instructionally sound, visually appealing, engaging eLearning curriculums and other digital learning formats.
2. Legacy course conversions from Flash or any other authoring tool to HTML5, even if you do not have source files.
3. eLearning translation of English eLearning courses into 35 international languages both text and audio.
Want to Discuss Your Training Requirement?
GET IN TOUCH WITH OUR LEARNING EXPERTS
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