Micro-Learning: Enabling Employees One Bite at a Time

Hello, my name is Eric Bruner chief technologist here GP strategies
and today we’re are going to talk about something we call, “The Learning Journey” and how to use micro content within a
blended journey So throughout the marketplace we hear the term micro-learning while we love the idea micro-learning we
like it best when it is used appropriately in a broader context of a learning
program. So, let’s take a look at that So whenever you have a training
initiative for a new role, a new performance for any of your typical audiences. You want to make
sure that you’ve taken care of how you can prepare them, how are you going to equip that audience, how you gonna have them apply the new education back on the job, as well as
how to reactivate so that the learning turns in the knowledge. And
then of course support them in their new endeavors. So, at first we want to – when we do prepare
very a straight forward introduction, orientation,
alignment and inspiration. You want to get folks in the “receive mode” so that when
you actually go through the equip process,
where you gonna do your detailed knowledge transfer courses, campaigns, coaching, cohorts. We won’t spend a whole lot of time on each of these endeavors. What we’re gonna talk a little bit about is the types of
things that you’ll see, for example, in apply how will they transfer their learning back on the job via practical factors checklist,
certifications and what we call active coaching. Reactivate is interesting – we know how
the human brain works. The human brain forgets a lot and it forgets it very quickly. So, in order to take the learning that we’ve had and turn it
into knowledge we need to recap, reflect, reinforce and most importantly repeat overtime. And
lastly as we all know, when we’re back doing our jobs, at our desks in our field, at the plant, we need
performance support because everything that we need to have access to cannot be
stored in our heads. So, how does micro-content play into this? So, we talk about micro-content
modes and the prepare phase, we’ll have a lot of communications. Alright, when we get into the equipping phase and into the reactivate phases will
definitely have some direct learning and action learning and of course performance support. Now, when we talk about communications again its informational, it’s update its status. When as a system going live?
When is a new roles taking effect? When is a new
product being launched? When we talk about direct learning – this is, just kinda push information to
your audience, Right. It’s going to be an instance of
learning that we in either stand alone or series. Additionally there could be feeds & topics that you want folks to
stay abreast on and in short, this is communicated from
the program to the audience and kinda static nature. Action learning however, is more involved. Here we’re actually
asking the audience to partake in either rating, posting, taking polls,
quizzes and surveys or actually getting assignment in what we call discovery mode. Where the men actually have to go out and do some research or interview some
experts in their field. And of course performance support and we have two modes
here. Push – now with our new devices we can actually
go out and as you’re walking into an Oncologist
office for example push and lace information you might need for that
visit. We’re going to visit a plant as a
certain type of pump we can actually sense that and push that information
to you. And as you’re in a pull mood, as your
needing to prepare or have a trouble or a need on the job
and no one can anticipate, you need to be able to pull performance
support to get your job done. So here’s an example of a learning
journey. Down the left-hand column we have
traditional what we would call our curriculum or the skills, knowledge and abilities that
are learners and performers need to take away from learning program. At the top and to the right in terms of
time, we have our phases: prepare, equip, apply reactivate and support. No course in the
content area here in our matrix is where you actually schedule out traditional and micro learning activities to complete the program. So, upfront
pretty traditional method of communication is broadcasting
links to videos and other activities and information via email or some other messaging system.
In our equip phases you might actually have some pretty in-depth instructor lead
facilitated sessions whether they be coaching or fall on board e-learning and a webinar scenarios and what we also want to do, is during the final phases of equipping and
reactivation is put in invitations to discuss online in collaborative settings, take polls and rate and comment on other
on other folks post into the system to get that
community and collaborative based approach, which is entirely geared on
reactivating how our brain is digesting the initial
content from are equipped phase. so what the sum of this looks like, as an example, our introductory type
movie can take this pretty common format out there on the Internet today. Here we’re just working with an
organization who is new to collaborative learning. On a very quick two minute video
on here’s an introduction to collaborative learning and what we
expect of you. In our reactivate mood here’s a very
simple thirty second simulation. This individual is encountering something in a business
place, at the end of this thirty seconds you just absorb this video and you’re encouraged to go out to a
collaborative session and discuss how you would have handle that scenario. Again, reactivating and building on top
of a previous intervention. Here, with some new
technology is actually a very easy way to perform
some equip functions or “reactivate” is delivered right to the
handheld device watches video, soon as the videos over
answers this question. The program owner will then take that
question and tally up all the results and promulgate
that out the following week and from that perspective spur
conversation about what people’s cents and opinion on that particular
video are along with the other folks comment on their. And lastly, in performance support,
your pretty standard job aids in this area –
how to do a transactional task in the system – whether it’s a full-blown video or
just an annotated screen shot. So these types a performance support
always need to be available to the preformers, in
contact, at the time doing their job. And most importantly also need to be
brought forth and part of your training program is how to get to and
how to use a performer support that you provide for them. So in short, this is our approach to how to involve micro-learning and aspects of micro
content in a broader blended learning journey
thank you

1 thought on “Micro-Learning: Enabling Employees One Bite at a Time

  1. Very clearly and succinctly presented information. Thank you so much for sharing.

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