According to a Bersin by Deloitte report, the typical employee devotes only about 1% of his time to professional development. What this means is that in a 40-hour work week, we devote less than 24 minutes to anything resembling learning. This is the small space of time we must work with, and this is where microlearning has your back.
Use Microlearning as Your Training Disrupter
Using microlearning as performance support and learning reinforcement to scaffold learning after a training event takes place, helps strengthen the learning connections. Microlearning can help you take training that is stuck in the mud and disrupt the training process—in a good way.
What this Means for L&D
Today's modern workforce has grown up with knowledge at their fingertips, and the need for structured training is diminishing. This rapid learning demand requires L&D to become more flexible and sharply focused on delivering short bursts of right-sized scaffolded support. It's the smart L&D practitioner who will take advantage of microlearning to disrupt learning in their organizations.
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As Owner of Learning Rebels, Shannon Tipton is a skilled learning strategist with over 20 years of leadership experience developing successful infrastructures for training departments across North America, Europe and Korea.
Shannon gets ridiculously excited to work with training teams and organizations to develop learning solutions to achieve applicable business results. Recognized as bringing real-world expertise into the learning field, Shannon aligns learning strategies with technologies and microlearning tools to strengthen workplace learning, enhance collaboration and increase learning connectivity.
As author of Disruptive Learning Shannon frequently speaks at conferences across North America and Europe. Recently named in the top 100 elearning Movers and Shakers by eLearning Industry, Shannon's blog "Learning Rebels" is in the top 100 elearning blogs and can be found at learningrebels.com.
Claudia Montoya-Andrews, M.Ed., is an Instructional Designer and a Higher Education Leader at a California Community College. Besides loving spending quality time with family and playing at the beach and mountains, Claudia enjoys being creative at work. She revels in being a part of the employee experience by creating conditions for employees to be their best.
Claudia has spent the past six years in higher education and is currently responsible for professional development strategy, employee rewards, and talent development for faculty and staff.
Claudia is a proud California Community College graduate. She also earned a Human Development Degree from California State University, Fullerton, and in 2020 a master's degree in Learning Design and Technology from the University of Southern California. Claudia can be reached at www.claudiamontoya.com.
Erin Strider is a senior project manager for ATD communications and awards as well as the higher education community. She coordinates special events and programming at ATD’s annual International Conference and Exposition for these groups and manages various projects supporting communications, ATD's awards programs, students in talent development-related programs, faculty who teach talent development-related courses, and talent development professionals working within a college or university setting. Erin holds a Bachelor of Science in Human Ecology from The Ohio State University and has experience in association education, program/project management, conference planning, and operational logistics.
