Let’s wrap up our Microlearning tips for trainers with two final takeaways.
Microlearning Takeaway No. 4: Leverage the right technology. Garrett says microlearning should be designed “to empower the learner to guide themselves and learn what they feel they need to learn at that time and at their own pace.”
In this vein, CMR Institute developed a collection of short coaching lessons called “Micro Minutes” for a client. These microlessons offer managers quick, step-by-step tips on giving effective feedback and other topics so they can have a brief refresher when they need it.
Microlearning content also should be searchable and accessible from a variety of devices (research shows that employees access content 42% more frequently when it’s easily accessible from mobile devices). E-learning authoring tools like Articulate’s Storyline 360 and Rise can help your learning and development team create microlearning that will look appealing however the learner chooses to engage with the content—via laptop, tablet, or smartphone.
Microlearning Takeaway No. 5: Recognize that microlearning will not replace your formal, onboarding plan. However, it can complement formal training by making it more interesting and meaningful to the learner.
Webb suggests using microlessons as blended elements that support the main learning content. For example, an article can be a complementary microlesson to a module on a similar topic.
Another strategy is to meter out small bites of content as “spaced practice,” delivering short exercises a few times a week or even every day following completion of a fundamental learning course. “This is a great way to move knowledge into long-term memory,” Webb said. The language learning app Duolingo provides an effective example of spaced-learning theory in action.
Yet another approach is to use microlearning as performance or learning support. Although not technically part of the formal learning plan, these unassigned learning “nuggets” can provide learners with quick access to practical advice. An example might be a YouTube interview with an integrated delivery network (IDN) or medical group practice executive.
When developing microlearning, Garrett suggests that trainers consider some of the following questions:
- Does the training cover just one objective?
- Are the lessons properly portioned to make them more digestible by learners?
- Does the microlesson complement the overall learning strategy?
- Is the learning easily accessible for sales teams “on the go?”
- Does the microlesson direct learners to other existing resources to build upon the learning?
To further help trainers develop microlearning, CMR Institute has created a detailed “recipe” for microlessons, available for download.
By following these strategies, trainers can offer more satisfying training content that helps achieve their objectives and keeps their audience craving more learning.
For more ideas on how to incorporate microlearning into your training curriculum, please visit our training catalog.
CMR Institute helps pharmaceutical, medical device & diagnostic, and other life science professionals maximize market access, connect effectively with decision makers, and demonstrate the value of their products and services. Our results-driven pharmaceutical and medical device sales training consistently helps our clients increase market share and meet their sales goals.