Does the surge in the use of Microlearning imply it will replace Macrolearning across all training needs? Not very. In the following guide, I look at how they may be blended to provide workplace training and the value of both approaches.
Today, Microlearning-based coaching has become a way for also the stat and online training delivery reaffirms it farther:
The global microlearning market size is expected to rise from USD 1.5 billion in 2019 to USD 2.7 billion by 2024.
However, organizations will continue to own Macrolearning needs. Considering that the value that every of them provides, it’s important to see how both can be by coming at the best mix of Macrolearning and Microlearning leveraged.
In the following guide, I start with the definition of Microlearning, its value for L&D teams and learners, and list where it works. I emphasize areas where Microlearning would not work and Macrolearning would be the better fit. I outline how you can arrive at the best mixing of Macrolearning and Microlearning to provide workplace training that is high-impact.
While Microlearning is about short bites of learning and is the talk of this season, it isn’t a new idea. For many years, Instructional Designers is chunking content and maps them to enabling outcomes (much the same way we do to Microlearning). This would map to topics that would get packaged into a single class –or even Macrolearning.
Macrolearning looks at the picture and is typically associated with seat times that cover complicated notions. In addition, it supplies a range of related concepts in precisely the course.
Compared to Macrolearning, Microlearning concentrates on achieving a particular outcome or gain over seat time.
What Is Microlearning, And What Value Does Microlearning Give To Learners And L&D Teams?
Microlearning features focused learning and usually not exceeding 7 minutes. It is supported across all apparatus –enabling the learners to move across devices (from a desktop/laptop in the workplace to their tablet/smartphone). Its brief seat time empowers it to function as favored coaching to be swallowed “on-the-go” on their smartphones.
However, Microlearning isn’t merely splicing content’s larger chunk into nuggets.
It has to help learners accomplish a learning curve in the brief burst or a particular profit.
It should activate the ideal action–clinic, find out more, take a challenge, or apply.
Training is loved by learners as:
It is focused and brief.
It can be obtained on-the-go.
It is available to them and the nuggets can be accessed by them exactly when required–rather than having to log on to the LMS and search.
It gives control to the learners when they want to absorb the material, and they can decide, as well as how and at what pace.
It uses formats that are more engaging and make a learning experience that is more immersive. As a result, they resonate better together (especially, videos).
L&D teams see value in Microlearning-based training on account of:
Its ability learners across profiles, that is today workforce.
Its ability to provide a sticky learning experience.
Its completion rates.
Its ability to apply the learning on-the-job so that the business and both learners get.
Its approach of threading nuggets within a learning helps learners learn, use, practice, and enhance their skills. This may affect or activate behavioral shift and leads to the desired proficiency gain.
Where Is Microlearning A Better Blend Compared To Macrolearning?
Here are some ways to efficiently use Microlearning Instead of Macrolearning:
To create awareness or highlight value
You can provide Microlearning Videos to highlight the value of the upcoming training and make curiosity and motivation among learners.
For Formal Training
You can use Microlearning to tackle a percentage of your corporate training needs. This is sometimes rendered as a set.
Supplement Formal Training (including aids for performance development)
You can also use Microlearning to enhance your Formal Training. The nuggets can provide support to this Formal Training through reinforcement, apply, or clinic. You can also provide them as just-in-time job assists.
To encourage ILT training /VILT sessions
It is possible to use Microlearning nuggets at 3 levels (Pre-workshop prep/reading substance, exercises, or role-plays throughout the workshop, and post-workshop studying summaries or find out more).
For Collaborative Learning
When Can Microlearning Not Work?
Microlearning might not operate in situations where the training program is long and complicated (that is, training that has complicated concepts and nested learning pieces). In such situations, it makes more sense to present the coaching.
Breaking these content down can be counterproductive. It would create a learning experience that is somewhat disruptive and will impact the learning takeaways and an approach would be the ideal mode, instead of Microlearning.
Can You Combine Microlearning And Macrolearning Techniques To Deliver Higher-Impact Workplace Training?
1. Impact On Microlearning By Applying It
Courses that are suited to Macrolearning (as an example, Compliance instruction) can be embellished by Microlearning nuggets. These could include:
These slabs may be used ahead of the main Compliance training to produce awareness and ascertain the significance for the company and the learners. This will increase learner engagement as well as improve the soul of “why comply.”
These nuggets can help the recall, retention, clinic, and ability to use the learning acquired through Macrolearning.
As a lot of Mobile Learning courses move from the “Mobile Friendly” to the “Mobile First” approach, learners are consuming this material mostly on smartphones.
These provide a great opportunity to use Microlearning techniques that may be embedded to make higher involvement.
You can embed:
Video to set the value of this class (What Is In It For Me/WIIFM). This might be a part of the class or could be published ahead of the coaching roll-out.
Video-Based Learning nuggets in various formats, especially Explainer videos for teaching theories, can be integrated into the Macrolearning class (in lieu of the conventional interactions).
Ready Reckoners, Cheat Sheets, or learning summaries may be made in Microlearning formats such as Interactive ads Infographics, Interactive Infographics, Flipbooks, and so on. These accessed on their smartphones and may be downloaded from the learners.
I hope this article gives a balanced perspective on the subject of Microlearning of Macro-learning. Both techniques will continue to co-exist and provide values. In the future, you will realize the use of blended Macrolearning and Microlearning techniques that may create higher-impact workplace coaching.
Do contact me In case you have any queries or leave a comment below.
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