the lightening strike method
“Great things are done by a series of small things brought together.” – Vincent Van Gogh
Micro-learning breaks learning down into short chunks (typically 2-8 minutes) to make it more manageable for learners. Bite–sized content has been shown to increase knowledge retention by 20%.
Learners also favour micro-learning as they can fit it around their work and lives and then put what they’ve learnt into practice immediately. 58% of employees said they would be more likely to do online training if the content was broken down into smaller chunks.
pick the best format for your micro-learning
Some great examples of microlearning assets are infographics, videos, podcasts, articles and interactive quizzes. But do you know how to choose the right format for what you’re training to maximise engagement and retention? Consider these factors to determine the best approach.
1. Refer to the learning objectives: it all goes back to the purpose of the learning. Are the aims to raise awareness, deepen understanding or teach a particular skill?
| Example 1 | Example 2 | Example 3 |
| Skill or procedure demonstration: videos or simulations showing how-to guides or demonstrating processes provide the best experience. | Concept reinforcement or quick reference: quizzes, flashcards, infographics, or short documents are best for reinforcing facts or concepts.
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Deepening understanding: you would likely want to use a combination of methods for this, e.g. an explainer video, detailed article and interactive quiz.
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2. Audience needs and preferences: use any information that you have gathered from surveys or through feedback to tailor your approach to your learners.
| Example 1 | Example 2 | Example 3 |
| Time constraints & on-the-go learning: podcasts or short videos accessible on mobile devices are excellent for busy individuals, commuters, or deskless workers.
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Learning styles: you can cater to diverse learning styles by offering a mix of formats: visual learners might prefer videos and infographics, while auditory learners benefit from podcasts or audio narrations.
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Prior knowledge & expertise: adaptive micro-learning, like gamified training, can adjust content difficulty based on the learner’s expertise level.
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3. Content characteristics: whether you are teaching soft skills, technical skills or processes will want to convey this most effectively and have the desired impact on the subsequent behaviour of the learner.
| Example 1 | Example 2 | Example 3 |
| Complexity: break down complex topics into smaller, easily digestible chunks for microlearning. For example, a two-minute video might demonstrate one specific feature a piece of software.
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Timelines and updates: text-based resources like newsletters or blog posts are suitable for content that needs frequent updates.
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Emotional impact or behavioural change: videos can be very effective for demonstrating behaviours or portraying emotions, like scenario-based training for conflict resolution.
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bring it all together
If you are creating a full course, it’s unlikely you will just use one micro-learning asset! You’ll be breaking down the learning into short chunks and create a balance between introducing new information, consolidating knowledge and checking understanding.
