Micro-Learning has gained traction these recent years, thanks in part to millennials entering the workforce who are clamoring for results with the least amount of effort. The learning strategy is popular and in fashion today. But how do you know that it works? How do you capture the data to demonstrate its value? How do you use MICRO as a technique in tracking Micro-Learning?
A Study on Micro-Learning Even Before It Became Popular
In 2007, I developed a small study on how to measure the impacts of Micro-Learning. Through it, I wanted to find out what methods participants use to apply learning and if these methods work and produce measurable results for businesses and organizations.
To achieve my goal, I developed two sets of tools as shown in the table below. The Seven-Step Process works with a questionnaire about participants’ activities. Meanwhile, the Web-Based Tool allowed participants to track real-time data as well as network and collaborate with their leaders and peers.
One of the study’s participants is Elle Callahan, who was cMarket’s Training Manager. She joined the training to improve her goal-setting skills. Elle learned to create shorter and smaller goals. This helped her boil down her objectives and break down her action steps so that she was able to meet daily expectations. All throughout the training, she received feedback from her VP. Elle was also able to share her simple plan with her team.
In summary, these are salient points from the study. Participants learned that:
- Micro-learning enables trainers to be more intentional with what topic they choose and how they’re going to deliver it.
- Being clear on the topic and delivery method makes it possible for trainers to improve systematically how they work with Subject Matter Experts (SMEs).
- Micro-learning allows learners to focus on taking immediate action on their learning, rather than having it sit on the shelf gathering dust.
- Measuring return on investment (ROI) doesn’t require complex details.
- Measuring training results is quick, easy and verifiable.
- This immediate demonstration of value allows for rapid and instant feedback.
- Micro-Learning is a big win-win for the employee and the organization.
In what way do you envision using metaphors in your next training session? Share your thoughts below.
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Ray Jimenez, PhD
"Helping Learners Learn Their Way"