Get started with micro learning

by | Feb 13, 2018 | Articles, Featured, General

Micro learning is one of the hot new trends this year, but as with any new learning technology, it comes with its challenges for implementation. Shannon Tipton, Chief Learning Rebel at Learning Rebels, tells us how you can get past the hype make the most of out of this new way of learning.

The days when L&D simply ‘controlled’ and channeled learning in an organisation is over.  The new mission is to influence for the better and that’s where micro-learning can help.

Micro-learning is a not a new concept – in fact it’s been around for a long time. Remember those laminated reference cards for instance?  It’s a simple concept used the world-over and the good news is, technology is making it easier than ever for L&D to use it; be it to scale micro-learning, track usage and conversations or enable users to generate content.

Day 2 of Learning Technologies and Fabrizio Conrado joined Shannon Tipton, Chief Learning Rebel at Learning Rebels and L&D professionals to discuss the key challenges and opportunities  around micro-learning for today’s workplace.  Here’s a snap-shot of the key take-aways.

Practical Tip 1:

This is learning for the modern workforce and for people’s everyday lives, in and out of work.  Make sure you call it something your business can relate to: be it bite-sized learning, learning nuggets, etc….

Practical Tip 2:

Approach micro-learning with the question: how can we understand what is critical and still meet the requirements (e.g. regulatory compliance)?

Practical Tip 3:

Micro-learning has to be accessible separately; don’t bundle it together in one course if people might need just a fraction of it at a time!

Practical Tip 4:

Micro-learning is also suitable as a complement or support items to other training, used to fill the gaps between lessons and other formal interventions. However, ML has to be able to “stand on its own feet”, be understandable on their own.

Practical Tip 5:

Fit it into the workflow (contextual learning); micro-learning should help you get something done. It’s not about perfection. Don’t worry if it doesn’t look great; it must be useful!  One of the participants asked how L&D people would get the skills to develop engaging micro-learning. Here are some suggestions of tools that are easy to use: Pikto Chart, Canva,, or a simple Google Search for “infographics” might get what you need.

Practical Tip 6:

Micro-learning usually falls within these 3: someone needs help to do their work, something is going wrong (eg. customer service satisfaction is low), or something new has to be introduced into an existing process.

Practical Tip 7:

Make learners use it during the training session and they will be more likely to use it later.

And last but by no means least…

Practical Tip 8

Always ask the business what they are trying to solve, before starting on a training project they requested!


About the speaker:

Shannon has a wealth of real-world experience in senior positions leading L&D transformation in large and complex multinational organisations. She is now the Chief Learning Rebel at Learning Rebels, a consultancy specialised in fighting learning mediocrity in the workplace. She is a regular writer and speaker in the L&D industry and an avid user of social media, being recently ranked in the top 100 L&D influencers on Twitter.

To find out more visit:
Twitter: @stipton

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