Code of Talent – Microlearning
Learning & Development Challenges
- Moving beyond knowledge retention into actively applying new knowledge & skills
- Driving behavior change & achieving business impact
Training follow-up makes a difference
We use missions as a metaphor for micro-learning activities. Participants regularly receive missions designed to help them apply their new knowledge in on-the-job situations and develop targeted skills. Each one is self-contained, conveys a simple message and combined they form a journey with a specific learning objective. Publishing daily or weekly challenges helps build a story around the learning process, provides a rhythm for participants training their habit of learning.
As a Participant - my benefits are:
- My individual development continues even after the end of the training session
- I benefit from flexible, individual-paced, bite-sized learning
- I can enjoy experience-based learning in on-the-job situations with support
- I can inspire from my peers
As a Manager- my benefits are:
- Behavioral change will be conscious and long-lasting
- It will show in my results
- The learning process can be linked with the business objectives, KPIs can be aligned to training follow-up process – L&D aligned to strategy
- I can see the engagement level in real time
As a Facilitator - my benefits are:
- Follow-up can be automated: challenges auto-publish on a set date
- Flexibility: I can easily adapt the task-flow and timing to real needs
Micro Learning
Guarantees an engaging & motivating learning experience for employees and a superior training ROI through its multi-dimensional execution:
Socialcommunity driven knowledge sharing and learning
Personalself-paced and self-directed learning
Assisted journey through ongoing involvement, feedback and evaluation
Gamifiedjourney providing sense of progress and achievement
Learning Objectives
The objectives of a digital journey follow-up are defined by using Bloom’s Taxonomy :01 Knowledge: To remember previously learned information
02 Comprehension: To demonstrate an understanding of facts
03 Application: To apply knowledge to actual situations
Why micro-learning works?
Better Retention
Learning in 3-7 minute
chunks matches the
brain’s working memory
and attention span
Higher Engagement
Microlearning generates
50% more engagement
than traditional learning
methods
Less Resources
Microlearning can
increase the speed of
development by 300% while cutting the cost by 50%
Better Adoption
8 out of 10 L&D
professionals favor
microlearning because
their learners prefer it