Microlearning An introduction to microlearning theory November 2021 Microlearning isn’t a new idea. The theory is based on a concept by German psychologist Herman Ebbinghaus. He pioneered the ‘forgetting curve’ – an illustration in how much information the brain can retain over time and how fast new knowledge is forgotten. Short bursts of learning, known as microlearning, First learned Reviewed allow learners to study training materials at their own convenience – according to their 100 preferred schedule and location – and apply the 90 knowledge immediately. Retention 80 Typically designed in rich media formats, the 70 content is created to meet a particular learning 60 outcome. 0 1 2 3 4 5 6 7 8 9 10 Days Ebbinghaus found learners forget 80% of what they learn within a brookgraham.com month of learning something new – unless they used an aid to help retention. He said the most powerful and simple technique to improve retention is repetition: “By using bite-sized chunks of content and demonstrating the required information repeatedly in different, creative ways, like blended learning, learners are more likely to absorb the information.” Another theory supporting the idea of microlearning is spaced repetition or spaced learning. Originally proposed by psychologist Cecil Alec Mace, it attempts to mitigate the effects of the ‘forgetting curve’ by increasing the intervals of time between previously learned material. Studies show that by using spaced repetition, learners recall 80% of what was learnt after 60 days – and regular breaks help embed learning. The brain needs time to form the synaptic structure and connections surrounding new information before it is consolidated into long-term memory. Neuroscientist Fields explains: “When an event is important enough or is repeated enough, synapses fire to make the neuron in turn fire neural impulses repeatedly and strongly, declaring ‘this is an event that should be recorded.’ The relevant genes turn on, and the synapses that are holding the short-term memory when the synapse-strengthening proteins find them, become, in effect, tattooed.” Why consider microlearning? The benefits of microlearning Microlearning has been a component of traditional learning for a “Designing learning so that activities can be tackled in short bursts, while, but it’s starting now to influence the corporate world. In spaced over time, may not only help learners remember over time today’s information-rich, time-poor environment, speed and but also reduce the need for large blocks of time away from the convenience is of the essence. workplace to learn in the first place. It is likely to be particularly helpful for busy learners on the go, who can use mobile devices to A study conducted by the Technical University of Denmark found access spaced learning in short bursts of “found time” – suggests collective attention spans are decreasing due to the amount of Casebourne in an ATD article. information constantly presented: “Heavy multi-screeners find it difficult to filter out irrelevant stimuli – they’re more easily Time efficient distracted by multiple streams of media.” Microlearning requires less time commitment for learners, tailoring The average attention span – according to Microsoft – has dropped where and when they learn and at their own pace. According to from 12 to 8 seconds since the start of the mobile revolution. Josh Bersin of Bersin by Deloitte, the average employee only has about 24 minutes per week to devote to formal learning. In this article by Forbes, Wertz suggests instant gratification has become an expectation since the emergence of the internet and the huge growth in social media. This also affects how people view their time – and how they learn. Flexibility This change in our digital environment is making microlearning The mobile nature of microlearning enables users to progress more valuable because it is learner-centric and emphasises short through training – where and when it suits them – allowing them bursts of learning. to be more productive during working hours and times of rest. In a recent review of microlearning, the trend for on-demand In a research project, 76% of participants chose to complete training is growing: more employees are taking control of their modules away from their regular place of work. own learning, with the expectation they can learn instantly – anytime, anywhere. The pandemic has also accelerated learning and work reinvention Knowledge retention and reduced cognitive overload with employees and learners forced – worldwide – to adopt a socially distanced learning culture. The basis of microlearning is the breakdown of information into small, concise pieces of learning content. Learning in stretches of 3-7 minutes matches the working memory capacity and attention span. It helps prevent cognitive overload (mental fatigue) enabling learners to absorb and assimilate key takeaways. Learning in stretches of 3-7 minutes matches the working memory capacity and Boost employee engagement attention span Microlearning allows employers to help their employees do their jobs better and gain long-term skills for professional development. A survey by PWC and LinkedIn concluded that with proper With proper training, employees feel valued and are happier in their jobs. training, employees feel valued and are happier in Culture-focused onboarding their jobs With microlearning, organisations only need to provide the essential and relevant information to new members, without overwhelming them with information. Microlearning Page 2 Organisations with effective onboarding have 33% more Microlearning and Inclusivity employees that feel engaged, compared to those with inefficient onboarding processes. Microlearning works on an individual level. When used as a diversity and inclusion effort, this provides an opportunity to learn something new – without distraction. Encouraging reflection and Cost efficient engagement on a deeper level, it gives learners an invitation to acknowledge their behaviours. One of the most significant benefits of microlearning is that it needs only a few resources with little need for any additional tools “Microlearning is a necessary step in the cognitive process of to create content. Microlearning allows learners to access and learning from experience or making behavior changes,” says Clare, reuse materials again and again. founder of New Value Streams Consulting. An American Society for Training and Development survey of Guise, author of Mini Habits: Smaller Habits, Bigger Results also 2,500 companies found that those with “comprehensive training advocates the power of small steps to develop transformational programs” have 218% higher revenue per employee and 24% habits: “A mini habit is a VERY small positive behavior that you higher profit margins. force yourself to do every day. Small steps work every time, and habits are built by consistency, so the two were meant to be Specifically, 42% of companies say that e-learning has led to an together.” increase in revenue. Since Sunstein and Thaler introduced the concept of nudging to E-learning can be defined by Wang (et al, 2010) as referring to: the world in 2008, over 400 “nudge units” have been established “the use of computer network technology, primarily over or around the world. through the internet, to deliver information and instructions to individuals.” In their book: Nudge: Improving Decisions About Health, Wealth, and Happiness, a “nudge” is defined as “any aspect of the choice architecture that alters people’s behavior in a predictable way without forbidding any options or significantly changing their Organisations economic incentives. To count as a mere nudge, the intervention with effective must be easy and cheap to avoid. Nudges are not mandates. onboarding have Putting the fruit at eye level counts as a nudge. Banning junk food does not.” 33% Guise cites a research study at Duke University that concluded more employees that feel engaged 42% habits make up 45% of human behavior. of companies say that Formed over time, repeated actions create habits: “when you eLearning has led to repeat a behavior over time, your brain learns to automate the an increase in revenue process. It's more energy efficient to automatically do something than to manually weigh your options and decide to act the same way every time. When you make a decision very quickly, it is Almost 60% probably from habit, even if you think you're actively deciding. In a way, you made the decision a while ago.” of knowledge is lost within an hour of Nudge-learning has the potential of solving some key, modern- learning day workplace issues. Research suggests almost 60% of knowledge is lost within an hour of learning. One of the key reasons for this is lack of reinforcement. Nudging your learners with reinforcement training material regularly is a potential way to improve retention. Microlearning Page 3 Barriers to microlearning Conclusion Whilst microlearning is an innovative way of transferring both The pandemic has tipped the scales towards corporate training skills and knowledge, the approach needs to be carefully and a socially distanced learning culture. Already lasting considered. implications are revolutionising the e-learning industry with Google searches for online courses increasing by 100% “A major challenge in facilitating micro-learning is making sure worldwide, from mid-March-mid-April 2020 alone. the smaller chunks accumulate into significant competency and skills over the long run,” Clare, founder of New Value Streams Consulting. “Many educators and trainers do not know how to do that, and so the experience can result in shallow or trivial 56% of companies around the globe are retooling or repurposing their programmes learning.” of companies that had to adjust business Microlearning isn’t always suitable for complex tasks. Learning experiences tend to be ‘micro’ to allow for quick, effective 62% models due to the COVID-19 pandemic are actively investing in staff training in 2021 reinforcement of knowledge - not ideal for complicated subject matter that requires creative or heavy lateral thinking, or more time to master. 16% increase in virtual instructor-led training after COVID-19 The ‘short burst’ nature of microlearning could lead to the fragmentation of content - with a risk that learners do not gain In MIT and Deloitte’s most recent study of digital transformation the depth of understanding required and therefore experience (with participation from over 4300 executives) the most difficulties in linking ideas together. successful, fast-growing, digitally enabled companies are Technology also poses certain issues around accessibility of differentiated by one thing: they've transformed the way microlearning. individuals and organisations learn. Whilst Gen X, Y and the upcoming Gen Z are tech-savvy, the Amongst these highest performing companies, MIT and Deloitte Baby Boomers may be challenged with not only the rapidly found that 73% of employees in these companies are updating evolving technology, but also the perception it doesn’t constitute their skills every six months and 44% are updating them ‘proper learning.’ continuously. In other words, today’s successful companies are those who learn fast, learn well, and learn all the time. Glossary: Microlearning: can be any learning content that stands alone Contact us or supports other learning activities, such as instructor-led classes, e-learning modules, and simulations. ("What Works How can we help you? in Talent Development - Designing Microlearning" Torgerson, C. and Iannone, S. 2020) Whatever stage you’re at, E-learning: can be defined as the use of computer network feel free to contact us for an technology, primarily over or through the internet, to deliver exploratory chat. information and instructions to individuals. (“A Performance- Oriented Approach to E-Learning in the Workplace” Wang, et al. 2010) Virtual Learning: is defined as learning that can functionally and effectively occur in the absence of traditional classroom BrookGrahamEnquiries@pinsentmasons.com environments. ("Distance education: Definition and glossary brookgraham.com of terms" Schlosser, A. & Simonson, M. 2006) Microlearning Page 4
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