Becoming a first-time manager is a thrilling step in just about any professional career. It’s also one of the scariest. Suddenly, a whole new world of questions surfaces. How do I deal with issues between co-workers? How can I motivate my team? What’s the best way to conduct performance reviews? Here are some reasons microlearning is one of the best ways to give new managers the training and support they need to become strong, confident leaders.
You can teach core skills quickly.
When just starting out, new managers need to quickly learn the skills that will have the biggest impact, right away. A bite-sized approach to content allows you to prioritize what people need to learn most, and deliver it to them in short, highly focused chunks.
Just-in-time resources boost confidence.
When the information a worker needs is only a click away, it translates to increased confidence on the job. New managers can better live into their roles knowing that when they have questions, there’s a resource available where they can look up company-vetted answers on any device.
A step-by-step approach sets the right expectations.
Becoming a good manager takes time and practice. Sending a new manager to a week-long offsite might help a bit—but probably not as much as small, daily learnings. Microlearning helps both new managers and their superiors plot out a realistic training path for continual improvement.
Every little victory gets celebrated.
The idea behind microlearning is not to be the best overnight, but to get better each day. This step-by-step approach to learning new skills gives new managers a framework for improvement that rewards tiny gains and keeps spirits high—even when the learning curve is steep.
Small touches provide ongoing guidance.
Effective learning doesn’t just increase what you know. It transforms what you do. A good microlearning program can serve as a friendly sherpa to new managers, continually shooting them small reminders, tips or insights on their way to becoming fantastic leaders.