I’ve said it before and I’ll say it again: Microlearning needs to be a part of every organization’s learning strategy. Today’s employees are yearning for learning, and it’s not enough to just give them learning resources and call it a day.
That’s why Grovo focuses both on creating the Microlearning® content that will enable organizations and their employees to thrive, and on empowering companies to create effective Microlearning strategies.
Microlearning as a Strategy
Microlearning is the strategy that most effectively responds to today’s workplace dynamics. And as L&D practitioners, we know that we need an updated approach. Josh Bersin recently presented a compelling view of this shifting landscape and the need for a revised strategy. Simply put, a Microlearning strategy leverages the impact of defined learning moments, delivered to employees within their workflows, so they naturally adopt new behaviors over time. Microlearning is the strategy that meets learners where they are now.
We know that the workplace looks different than it did even 10 years ago. On one hand, organizations are becoming flatter and less hierarchical in response to market pressures, digital transformation, and fierce competition. On the other hand, we’re seeing that companies and employees alike are prioritizing learning and development opportunities. These forces combine to place tremendous pressure on companies to upskill their employees more rapidly, while preparing them for a changing workplace.
With that in mind, we propose a three-step approach to developing a Microlearning strategy:
Step 1: Start Small
Every learning strategy begins by spotting behaviors that help or hurt your company’s goals. Learn to identify problematic behaviors, validate the root cause, and align your strategy with your company goals.
Step 2: Stay Focused
After you’ve targeted a critical behavior, maximize your impact by identifying and de-prioritizing competing priorities.
Step 3: Make it Stick
A Microlearning strategy must leverage the impact of small learning moments to help employees adopt new behaviors over time. Give your employees opportunities to practice new skills in context so they can transfer knowledge and skills into their daily routines.
A successful Microlearning strategy should be a component of your overarching L&D strategy and, ultimately, aligned with your company’s goals. Download our newest white paper, “Microlearning: The Modern Strategy for the Modern Workplace,” now to learn how you can equip your employees to thrive.