Micro-learning is the digital bridge to Machine and AI driven learning.

For some, Micro-learning is the golden bullet and the ultimate answer for many of today´s learning challenges and the digital learning bridge towards next generation of learning. For others it is less important, as they continue with a mix of classroom and the 60-minute click through “next” eLearning content that has been around for some years now.

Fact is that demand for learning content will continue to grow and organizations must produce micro-learning content that quickly can be accessed, read or viewed and only takes a few minutes to consume. The content can be simulations, video´s, a blog or a list of frequently asked questions that helps solve the issue at hand, learn something new and move on to the next task.

In order to reduce duplication of work the build of larger learning courses or programs can very easily consist of several micro-learning content pieces bridged together with video´s, voice over presentations, demo simulations, exercises and solutions - hence the need for a digital transition mindset for content planning and design.

Companies like Google and YouTube have completely changed the way content is consumed. However, micro-learning content does not only mean access on your phone or tablet, it means "bringing recommended knowledge to where users are - when they need it".

Micro-learning is the breaking down of essential knowledge into specific concepts and procedures. Each of these is represented by an individual and independent piece of content. The benefit of breaking down subject areas into LEGO-like building blocks is that it can be reused in multiple ways:

• Moved in and out of different learning plans at a micro-level.
• As a revision tool where memorable content can be searched instantly and refreshed time and time again.
• As a LEGO-like building block to build a structured learning experience where a learner can process one concept at a time.
• As a resource for teachers to use in a flipped classroom design, asking the students to learn the concept for homework and then practice in the classroom the next day.
• A supplement to knowledge. For example, if a teacher isn't able to explain the concept in a manner their students understand during their lessons.

Micro-learning content allows each concept to be explained once and then reused in a multitude of ways. It maximizes the return on the effort to create each concept or procedure and makes it possible for the content created to become of higher “value” as wastage is eliminated and reuse across traditional and new ways of learning is implemented.

Micro-learning content has the potential to stop the biggest barrier to eLearning that many learning professionals, have got wrong for many years in their design of content. Research shows that the human brain only remembers some 50% of what it has learned within an hour (unless quickly applied) and data shows that less than 1% of people go back to a SCORM eLearning course after they have completed it because the path is too hard.

Micro-learning content designed outside of SCORM develops the frictionless access to get back the concept or procedure that needs refreshing instantly which is the expected behavior of technology today, created and embedded by our constant consumer behaviors’.

In the void of the above, learners will continue to try and learn as they always have: when they don't know how to do something in their job, they simply ask the person next to them.

What I found fascinating at SimCorp was that new release product features were accessed more frequent than others because of the "value add" they provided, as they were explained by the company´s most knowledgably product experts and instant available, “a click away” on the eLearning Portal. In addition to their own benefit, Sales and Consultants were successfully using them in pre-sales meetings with clients to visualize the latest enhancements.

"Why try to explain yourself - when you can get the best person in the company explaining what the latest and greatest development improvements looks like."

Another exciting application of micro-learning is how it can be used to develop new learning habits and transform learning cultures. It is evident that most of us struggle to find time to learn for an hour or two at a time, but all of us have already created micro-learning habits in our everyday personal lives. This article itself is a piece of micro-learning. It sits within a stream of other articles and videos on LinkedIn that you may consume in those spare moments you may have.

Companies that adopt a micro-learning strategy will experience, that there will be learning peaks during travel to and from work, downtime, breaks and even after work hours. This is extremely interesting as micro-learning has the potential to allow learners to pick and choose how, what and when they want to learn. The learning behavior mirrors the choices that we make in our personal consumption of content and the technologies we have universally chosen to consume.

Five tips in order to build a successful micro-learning strategy:

• Build engaging short-form content that people will choose to watch and read rather than what someone would enjoy designing and building.
• Holistic experiences from bite-sized content where each concept or procedure maps to one searchable and reusable asset.
• Discard the concept of heavy content e.g. no more 30-page process documents, 50 slide PowerPoint decks, 1-hour e-learning courses and paper manuals that rarely get re-opened.
• Facilitate the finding of experts within your organization and bottle their greatness into bite-sized chunks for your audience consumption.
• Think of learning in non-linear fashion e.g. learning is not constrained by an event on a given day but instead recognized as a continual process of learning something new every day.
• Research and make sure your learning technology is a great user experience.
• Have fun – micro-learning gives you the opportunity to start from scratch and make it an enjoyable experience for the learning designer and the learner.
• Data is king – so collect and analyze the data. The data will provide evidence and with knowledge to act.

Finally, I don’t believe that micro-learning is a golden bullet or the whole answer for a successful modern learning organization. I do, however, believe that without it an L&D function cannot move forward and become as successful as they should be unless they fully embrace the benefits that our digital world can offer the L&D team, their learners and an organization. Without it, not only will you not move forward into designing engaging learning experiences today but you won't be ready for the all the benefits that the next generation of learning technology will bring with machine learning and true algorithm-driven personalized learning.

Just imagine that you put a 70-page document on Facebook or SCORM eLearning course on YouTube, it doesn't matter how amazing your technology is; it will still fail, the same is true of learning and communication.

Please let me know if you want to know more about how you can build micro-learning into your learning strategy.