Microlearning: How to redesign your training

Step by step to create a microlearning course

Transforming your traditional training into a microlearning course may seem straightforward. Microlearning lessons are short, so you can assume it’s just a matter of splitting your content into smaller pieces and calling it a day. Although there is more to it than that.

Consider some of the things that should be covered in the bite-size education of your course. What is the best way to break down material? How can you make the best use of the resources you already have? And how can you be sure that people will learn effectively when they spend so little time training?

Microlearning does not mean rush training. And that doesn’t mean fast course development. But planning and creating your course should not be overwhelming. In this guide, we’ll explore how to turn your training content into a micro-learning course tailored to your overall L&D strategy.

Microlearning for beginners: tackling challenges

Even if you are already familiar with the benefits of microlearning, it can be difficult to know where to start. Doing “smaller” tasks than you are accustomed to may seem challenging. Follow these policies to avoid potential challenges when breaking down your content.

Keep it visual

One of the benefits of reducing your lessons is that you will be forced to think about how to engage people in content more quickly and efficiently. Eliminate text-heavy screens and replace them with visuals that grab people’s attention, such as videos, infographics, photos and other media.

Visual learning has two main advantages: it engages different types of students and it communicates complex ideas quickly.

Make it mobile-friendly

The topic of microlearning is to help people fit into training Where And When They can give it their full attention. Often, this means microlearning is synonymous with mobile training. Here’s why you should consider using a mobile platform to learn:

  1. Employees are already familiar with the technology. They constantly refer to their smartphones for everything from weather checking to banking to fitness tracking. Mobile training cuts the learning curve of a new platform.
  2. Mobile makes your training available at any time. With a mobile option, busy employees can check in on time and get quality education quickly.

Use the quiz

Keep learning fresh and make it more “sticky” by regularly checking students’ comprehension. Add quizzes at the end of each module to strengthen the training. Reports will help you see how well employees are learning and identify areas for improvement.

Keep it short

You may think this is not to say, but it can be easy to lose sight of length if you worry about making sure all your content is included in the training.

Remember, each lesson should be focused only An original idea And will be kept close Ten minutes or less. If you find yourself passing that time, take a look at your lessons. Where can you break it further?

Successful microlearning courses begin with how to make small, digestible lessons from what you have. But it’s more than that. You also need a structure that moves people through learning.

How to create a successful microlearning course

When you are converting your training into microlearning, you are not creating a resource library. You should create an active learning experience. Here are three steps that will help you create and organize your content into a supportive structure.

1. Break it down and simplify

The first step is to review your lessons to make sure each one is as straightforward as possible. An idea or skill in every lesson is the rule of thumb.

If you find it takes more than ten minutes or more to cover the content in one session, you haven’t simplified enough. You’ve probably got multiple ideas that can be further differentiated. Spend some time breaking down ideas into simpler blocks.

2. Cut the fluff

Once you’ve finished your lesson, it’s time to revisit the content. With traditional training, you usually have enough time for each lesson. It’s easy to fill that time with useful, yet extravagant, content.

There is no room for “fluff” in microlearning. You must exclude content that does not meet the training objectives.

How do you know what fluff is and what is not? Here are some tips to help you get started:

  • Revisit your goals for training. What should students understand or do when they finish their training? Weigh any content they will find there. Any data that does not meet these goals should be cut.
  • Get rid of something that does not teach the basic idea. Cut out the background information or theories that go with the point you are making. Remember, teaching your goals in microlearning One The idea. If an element does not fit that purpose, it is not necessary.
  • Please reconsider the long explanation. When you notice that the content is getting longer but seems to meet the purpose of the lesson, see if there is a better way to present it. Can you replace it with a visual element? Graphics can often present complex ideas quickly.
  • Make your language easier. Use short sentences. If you find the requirements of the industry terms, omit the terminology or create a definition link. You don’t want to disappoint students with extraneous ideas misleading from the point of the lesson.

Throwing away good content that doesn’t seem to fit the new, streamlined approach can be difficult. But don’t worry, you don’t have to say goodbye. All additional information can still be added to an actual resource library. Make sure students can access it through your learning platform so they can dive deeper if they wish.

3. Choose the right platform

Your training should be easy to access and use জন্য for both students and administrators. Find an LMS that can handle features of your choice, including different media types and quizzes. Make sure the login is intuitive for students, and has clear navigation that will help them see their learning history and the path they follow to complete their learning.

Your LMS interface should also be familiar to those who are creating training. Creating a new microlearning course doesn’t mean you have to reinvent the wheel. Instead, find something that has a pre-built module that lets you drop by your content.

Finally, the platform you choose should be made for mobile. Use an LMS that has built-in mobile formatting so you don’t have to spend time and money tailoring your content. Microlearning apps can speed up development with ready-to-use templates, graphics, and even intact lessons designed specifically to design bite-sized learning content.

How to form a microlearning training program

Microlearning is not just about short lessons. You also need to consider how to turn those lessons into an integrated course.

If you want employees to learn a whole subject, you can’t just give them unconnected modules. You need to create online courses that lead to the best results for their learning. Consider these best practices for building your training.

Create clear learning paths

One advantage of microlearning is that even short lessons can be an easy resource. Students can search for a specific point they want to learn or review. However, when you talk about training, you need people to complete a whole series of mini-courses.

Help them with guidance. Outline the order of the lessons. Make sure people can quickly see which lessons they have completed and what they have left Also, consider linking the lessons so that they can go directly from one to the other as soon as they are finished.

Strengthen knowledge

Putting a quiz at the end of a lesson will improve learning. This will help people to cement their understanding of the single concept of the text.

To reinforce the idea of ​​training flow, add a long quiz at the end of a short course series that creates a broad topic. Reviewing all the ideas together will help people connect and see bigger pictures.

Use gamification to help students through training

Reward students with badges and points for completing content. Show progress on the leaderboard to add a little healthy competition. When people have something to show for their progress, they are more likely to be involved in the end.

Redesigning your training is an investment

There are good reasons why you should consider converting your traditional training into microlearning. But making the switch may seem difficult when you realize that it is not a quick solution limited to breaking down existing components.

Creating a useful, engaging microlearning course takes an initial investment of time and resources. Yes, you need to spend time learning the best practices and re-working to fit your content. But as you progress through your programs, you’ll find many useful mini-courses that you’ll be able to easily edit and reuse. And it will open the door to attract students across your institution, ultimately making your training more effective.

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