Microlearning is taking the Learning and Development world by storm. Although many incorrectly identify microlearning as simply short duration training sessions, leaders in the field define microlearning as an approach to training that focuses on conveying information about a single, specific idea. The goal is to isolate the idea that is to be trained and…
In a recently published Market Milestone, Todd Maddox, Ph.D., Learning Scientist and Research Fellow for Amalgam Insights, evaluated Skillsoft’s Leadership Development Program (SLDP) from a learning science perspective. This involves evaluating the content, and the learning design and delivery. Amalgam’s overall evaluation is that SLDP content is highly effective. The content is engaging and well-constructed with a nice mix of high-level commentary from subject matter experts, dramatic and pragmatic storytelling from a consistent cast of characters faced with real-world problems, and a mentor to guide the leader-in-training through the process. Each course is approximately one hour in length and is comprised of short 5 – 10 minute video segments built with single concept micro-learning in mind.
From a learning design and delivery standpoint, the offering is also highly effective. Brief, targeted, 5 to 10 minute content is well-suited to the working memory and attentional resources available to the learner. Each course begins with a brief reflective question that primes the cognitive system in preparation for the subsequent learning and activates existing knowledge, thus providing a rich context for learning. The Program is grounded in a storytelling, scenario-based training approach with a common set of characters and a “mentor” who guides the training. This effectively recruits the cognitive skills learning system in the brain while simultaneously activating emotion and motivation centers in the brain. This draws the learner into the situation and they begin to see themselves as part of the story. This “walk a mile in my shoes” experience increases information retention and primes the learner for experiential behavior change.
For more information, read the full Market Milestone on the Skillsoft website.
Key Takeaways: L&D vendors offer a vast array of innovative functionality and technology for their clients. Unfortunately, clients are overwhelmed by the breadth of offerings and desire guidance on what technology to use when, all in the interest of increasing adoption and the effectiveness of learning. An extensive body of learning science research exists that should be leveraged to provide clients with the much-needed guidance. This approach will reduce the existing adoption gap and improve the performance.
Companies Mentioned: Axonify, Degreed, EdCast, Fivel, Grovo, Pathgather, Percipio, and Qstream
A recent study by Deloitte suggests that the #1 problem facing companies revolves around employee engagement, turnover, and the corporate culture, with 87% of companies rating these as important imperatives, and 50% rating them as urgent. Learning may be the key, with companies utilizing effective Learning & Development (L&D) environments showing higher levels of engagement, reduced turnover, and positive corporate cultures.
The operative term here is “effective” L&D. Stale textbook and slide show training is obsolete and ineffective. Effective learning content is compelling and engaging, is available in multiple media (text, video, audio), and is available 24/7 on multiple platforms (mobile, tablet, laptop, desktop). Effective learning content is readily available in short bursts to address a specific question without disrupting the workflow, or as a series of short bursts for a deeper dive. Many Learning Management Systems (LMS) are embracing these properties and are showing improvements in initial learning and proficiency.