Microlearning
158 articles on Microlearning.
How Microlearning and Spaced Repetition Fuel Employee Onboarding
Starting a new job can feel overwhelming, especially when faced with a wealth of information to remember. New employee inductions often cover organizational structure, HR procedures, health and safety, equipment overviews, job requirements, training programs, and meetings with colleagues. It’s unrealistic to expect perfect retention of all this data at once. Our brains are not designed to absorb vast amounts of information instantly or recall specific details easily. Despite this cognitive limitation, induction processes are slow to change. Companies frequently bombard new hires with information, hoping some will stick and filling in gaps later. While this may not be the most effective approach, integrating microlearning and Spaced Repetition techniques can significantly enhance the onboarding experience. Microlearning breaks down topics into bite-sized pieces, aligning with the brain’s preference for consuming information in manageable segments. For onboarding, microlearning can be delivered to new employees at their workstations or via mobile apps for convenient access. Building on this, Spaced Repetition involves testing learners on a topic, reinforcing information they struggle to retain and prompting them with content they’ve mastered less frequently. This method is particularly beneficial for onboarding due to the volume and complexity of information involved. By leveraging microlearning and Spaced Repetition,
Who’s your favourite educational psychologist?
How many times have you sat with friends at a barbecue, relaxing in the sun with a cold drink, enjoying each other’s company when the inevitable happens…and someone asks… Who’s your favourite educational psychologist? Happens all the time, right? It’s a hot topic for any event, and bound to get conversation going, right? Right? No? Just me, then… Okay, ….. so maybe it’s not one of your go to conversations but it’s certainly worth talking about. The work of so many different psychologists influences thought on how we live, behave and learn, and, because of that, there can be no single winner. There are many who’ve studied the subject over centuries, whose work is still as valid today as it was then. This is work which still influences and inspires those with a focus on Learning and Development and the growth of knowledge. At Wranx, we’re big fans of the work of German psychologist Hermann Ebbinghaus in the 19th Century. We’d have to put him at number one. Through his pioneering work into memory and recall, he developed the idea of the forgetting curve, and gave us an understanding of the power of spaced repetition in learning. Learning in small
Interleaved learning – the new spice of life
Interleaved learning. Many people aren’t familiar with the term, yet it is by no means a new development. It was first described as varied or mixed practice some 30 years ago. Increasingly though, Interleaved Learning is being seen as a powerful technique for enabling more efficient learning. The technique is a proven way of building your knowledge and skill set across a broader focus, strengthening recall and improving retention. Interleaved learning centres around us varying the skills or subject matters we learn, rather than focussing on one at a time, the theory being that the variation improves our memory recall, and brings greater retention. The path of our learning takes many turns. It can rise and fall, up peaks and down troughs. Butcher, baker or candlestick maker, we all have to learn new skills through our life. Our learning certainly doesn’t finish at the end of our formal education. We move forward, seeking growth, development and the opportunity to better ourselves. Our workplace eventually replaces the classroom as we seek that growth, those opportunities, in our professional lives. In the modern age, digital technology assists us in that goal, bringing us the opportunity for professional development through e-Learning. And we
The Internet Of Things – Can it really help?
The future is never far away, and more often than not, it is actually already with us. We hear much talk these days of The Internet Of Things. There is much talk of fridges that can send a text message when you run low of milk. Central heating systems that switch themselves off when you leave the house (having noticed that your phone has left with you), and contact you while you’re out to ask when you’ll be home so they can warm the house for you ready for your arrival. Maybe even boil the kettle in time for your arrival, assuming you got the message about the milk, of course!! This discussion of a new world continues to gain momentum, this new way of living, app and data controlled and interlinked, the various aspects of our life united through a wifi connection. A life designed to be easier, with technology on our side, what could possibly go wrong. But will it really change our existence for the better? Do we really need a message from our white goods to tell us that the washing’s done? Haven’t we come this far by managing to pick up some milk from the
Why is online training growing in business?
For many young individuals today, online learning has become a ubiquitous aspect of life. However, not long ago, this mode of learning was nonexistent. The advent of online learning depended on widespread internet access, which gained momentum in the 1990s with the proliferation of personal computers in households. The popularity of online learning surged alongside the internet’s rise, offering substantial opportunities for learning and training providers. They could now extend their reach globally, reducing the costs of delivering training to end-users significantly. Convenience The rapid growth of online learning can also be attributed to the recognition of its benefits by both service providers and companies procuring these services. The convenience of online training eliminates the challenges of coordinating in-person sessions, allowing individuals to access content at their convenience from any location. Cost Moreover, the cost-effectiveness of online learning is apparent, as training can be delivered to multiple individuals worldwide at a fraction of the cost of traditional on-site training. This shift is particularly advantageous for large corporations, as it eliminates the expenses associated with organizing extensive training events that involve travel and accommodation for numerous employees. Scalability Scalability is another key advantage of online training, especially for organizations with a
The Millennial Question: Whose tech is it anyway?
Towards the end of 2016, a short video emerged on social media, featuring an interview with Simon Sinek, entitled The Millennial Question, which featured in an interview with Tom Bilyeu on www.insidequest.com Sinek is a renowned motivational speaker, marketing consultant, and the author of several books. He has worked with organisations as diverse as Disney, Microsoft, Costco, Ernst & Young, Pfizer, and the US Military, as well as sharing his ideas in talks at the United Nations, the United States Congress, and many governmental bodies in the US and around the world. His talk, How Great Leaders Inspire Action is listed as the third most popular TED presentation of all time. He is known for his casual and relaxed style of delivery, as well as his unswerving and determined optimism. Sinek is, by his own admission, an idealist, and looks at the world of work as such, focussing on the worth of interpersonal relationships, and the potential for growth in every individual. His understanding of leadership is informed by the the influence of psychology and biology on the human condition. For many, it is this which gives his work, his writing, such a sense of currency and helps make it
What makes mobile learning so effective?
Mobile learning took off with the growth of mobile connectivity and the proliferation of mobile devices. Anyone with a mobile device – like a laptop or smartphone – can use it for training or learning wherever they are, be it on their commute, at home or halfway around the world.
Distinguishing e-learning from microlearning
When companies are looking for solutions to help train their staff, there can be a lot of jargon and specialist language that confuses matters. Two such words that are widely used at the moment are “e-learning” and “microlearning.” Although the words are used interchangeably at times, they actually refer to different things. There is, however, some overlap between the two and part of a company’s e-learning approach can comprise of microlearning. E-Learning E-learning, also known as electronic, online, or digital learning, involves using a computer or similar technology for learning purposes. While not exclusively reliant on online platforms, contemporary e-learning is predominantly delivered through the internet and has evolved in tandem with online advancements. E-learning encompasses diverse formats and approaches, ranging from university online learning environments to language-learning smartphone apps. Key features include access to educational resources, online assessments, and platforms for collaborative learning. For businesses, e-learning offers a cost-effective and time-saving alternative to traditional classroom training. It enables companies to monitor employees’ learning trajectories through data collection and facilitates learning flexibility, allowing employees to engage in learning activities from various locations, whether traveling for work or stationed in different offices worldwide. Microlearning Microlearning breaks down topics into bite-sized pieces,
Overriding the overload of our work time
Before you read this, ask yourself….have you got the time? Are you reading it because you want to or because you have to? Or are you reading it because you’re trying to put off doing something you should be doing and this is just a welcome distraction. Is there something else you should be doing? Have you got the time? In business, time is an important commodity, a valuable resource. A useful tool, it is both indispensable and irreplaceable. We aim to save it, because when its gone, we simply can’t get it back. Most importantly, we know that business is about productivity, and productivity is most often, and most worryingly impacted by time, and how we use it. Surely, we’re better equipped with technology to help in this. There’s an app for this, right? So why is it that so many people feel so pushed for time? So stressed about not having enough time, or about wanting more? How has it become so easy for us to mismanage our time? And have we even got the time to find out? Modern life increasingly piles us high with extra demands on our time. The frenetic pace of life, in and
Leadership – Whose job? What job? When?
‘Leadership and learning are indispensable to each other’ So said John F. Kennedy, but how do the two things become so inseparable, so reliant on each other, so strongly intertwined? Firstly, we may need to define leadership, and that isn’t as easy as it used to be. Leadership. A word, and an image weighed down with assumption, stereotype, and pre-formed and outdated ideas. Everybody has their own individual definition of the word. We all have our favourite ‘leader’, just as we all have our least favourite. Many are more concerned with the role of the manager of their football team than the role of their leaders in the workplace. Some consider themselves to be a leader when, to others around them, the opposite is the case. Others lead without being consciously aware of the fact that they’re doing so. And while some look to leaders for inspiration, others may seek to keep distance between their leaders and themselves. Traditionally, historically, a leader has been someone who has gained knowledge of a certain subject and is able to pass that knowledge down to others who are keen to learn. These others, the followers in this example are known as ‘Knowledge Workers’.
Lifelong learning: the need to keep on keeping on
We live to learn, just as we learn to live. Learning is a process without end, a journey without conclusion. We learn through the way we live our lives, the way we work, the people we surround ourselves and interact with, how we communicate, and the things we do to relax. Often, we’re learning subconsciously, as a product of our environmental every day experience. Equally, we take part in formal learning, with a process and an expected outcome. What we see informs what we think, and leads us to different places. What we learn, and how we learn it informs how we develop, how we grow. We are learning for life, just as we are learning in life. By committing ourselves to lifelong learning, we are able to bring positive changes to our lives, in work and socially, as well as in our personal relationships. As our lives develop and grow, our knowledge also grows, our confidence and self esteem builds. All of this leads to a place of better opportunities and new directions. Real and effective lifelong learning, however, doesn’t just happen as a matter of chance or good luck. We’ve established that we’re talking about an ongoing process
The Seinfeld effect – maintaining the chain to the brain
Yep. You read that right. Seinfeld. Jerry Seinfeld, the American comedian. A man with obvious and valuable advice for those in Learning and Development, you’re thinking. Except of course, you’re probably not. You’re almost certainly thinking ‘What’s Jerry Seinfeld got to do with this?’ And you’d be right thinking that. Probably. When considering ideas such as training, learning, behaviour change and knowledge growth, the name Jerry Seinfeld wouldn’t ordinarily spring to mind, its fair to say. But Jerry can offer us help, he has advice for us, methods, practices we can take from. Lessons we can learn, even. Software developer Brad Isaac was a young amateur comedian who once asked Jerry for tips, advice on how to improve as a comedian. It turns out, it’s all about the chain. The driving force behind every performer is to get better, to be seen as the best, perfect their art, and for them to reach the top of their chosen field. For Seinfeld, that meant writing better jokes, and writing all the time, every day. It required constant commitment, discipline, motivation and drive. It meant an end to procrastination, and the ability to maintain the drive and keep improving. So Jerry came
Reading about it is the easy part
See what daily retrieval practice looks like running on your own training content.