Bite Size Is the Right Size

Learn more at www.grovo.com

How Microlearning Shrinks the Skills Gap

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@grovo

January 20th, 2015

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Empowering the digital workforce

Connect:

alex@grovo.com

Learn more:

grovo.com/organizations

(212) 924-2579

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Chat Question:

A. No, in fact, I’m here to find out what it’s all about

B. No, but I’m familiar and interested in trying it out

C. A bit, but we’d like to do more

D. Yes -- microlearning rocks!

Are you currently using microlearning in your

organization?

Hot Fuzz (2007) Versus

The Good, The Bad and The Ugly (1966)

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Attention Spans are Changing…

1998: average attention span = 12 minutes

2008: average attention span = 5 minutes

2018: average attention span = ? Minutes1

1. Social Times: Attention spans have dropped from 12 minutes to 5 minutes (Dec 14, 2011)| 5

The Shift to Hyper Attention

By 2015, we’ll all be consuming more than 15 hours of media per day.1 In fact,

older adults aged 50-64 upped their consumption 71% in Q2 of 2014.2

It’s not just generational: We’re ALL consuming more media,

and much of that media is VIDEO.

We’re moving AWAY from Deep Attention

• Concentrating on one object or information stream, ignoring outside stimulation, long focus times

We’re moving TOWARDS Hyper Attention

• Switching focus, multi-information streams, high stimulation, low tolerance for boredom3

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1. University of Southern California Marshall School of Business "Media consumption to average 15. 5 hours a day by 2015." ScienceDaily 2013.

2. Nielsen. Q2 '14 Cross-Platform Report http://www.videonuze.com/content/article/topic/855#sthash.35fVCBwq.dpuf

3. Hayles, N. Katherine, University of California, “Hyper and Deep Attention, The Generational Divide in Cognitive Modes”

Technology is Changing… and

Knowledge Workers are Drowning

• A third clock more than 50 hours a week, 43% get less than seven hours of

sleep a night, 60% rush through meals, and 25% of execs report that their

communications are unmanageable1

• 40% of those surveyed said they didn’t have time to do the training they

needed2

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1. The New Learning Architect,”The Opportunities & Constraints Have Changed” 2011

2. SkillSoft survey, Shepherd, Clive (2011-01-12),The New Learning Architect p. 21

Training Can’t Keep Up

• Average is 31 hours per employee1

1. The Association for Talent Development, “State of the Industry Report”

2. Learning Solutions

3. Brinkerhoff, R. O., Apking, A. M. (2001). High impact learning: Strategies for leveraging business results from training.

4. Association for Talent Development, Learning Circuits Newsletter

It’s TOO LONG

• 80% of what is learned is forgotten within 30 days2

• Fewer than 15% apply what they learn3

There’s NO RETENTION

• Average time it takes to create ONE hour of training is 43-185 hours (low end)

93-365 hours (high end)4

It can’t be produced FAST ENOUGH

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The Digital Skills GapThis has led to a digital skills gap costing the economy

1.3 TRILLION dollars1

It’s clear the WORKFORCE has to CHANGE

91. Harris Interactive, 2014

Microlearning is…

Learning through short, digestible, focused segments.

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Microlearning is

better for Learners

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Microlearning is better for Engagement

• It’s an extension of MICROMEDIA (Twitter, Vine, Tumblr, etc)

• It’s ON-THE-GO

• It’s QUICK and easily UNDERSTOOD

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Microlearning is better for Learning &

Retention

• It’s “sticky”

• Doesn’t overload learner

• 90% of new skills are lost within a year1, while anecdotally

microlearning can yield 4-5 learned takeaways per session, track or

lesson 2

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1. Wall Street Journal, “So Much Training, So Little To Show For It” 2012

2. Sebastian Bailey, Ph.D., Mindgym, Bite-size is the right size

Microlearning is better for Application

& Performance

• A little over time is better than cramming

• It’s personalized and unique

• Pinpoints strengths & weaknesses

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Microlearning WORKS

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Microlearning is

better for Trainers

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Microlearning can be produced

faster, cheaper, & easier

(Cuts costs by 50% while increasing speed by 300%1)

• It’s MODULAR (easily assembled & corrected)

• Takes less time to DESIGN & EXECUTE

• Great for EXPERIMENTATION

| 171. Ray Jimenez, “3 Minute eLearning”

Microlearning is “Just In Time”

• Available at the TIME OF NEED

• Learners are more RECEPTIVE

• It’s a PERFORMANCE AID

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Microlearning is Compelling

• Coincides with MICROMEDIA (Twitter, Vine, etc)

• More time to build a beautiful and engaging experience

• Easily TRANSLATED for other cultures

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Microlearning is Trackable &

Assessable

• Create data-driven learning

• Pilot lessons, gather feedback

• Results are measurable

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And microlearning offers even more

benefits…

• Saves lost productivity for workers

• Less budget for venues, travel, food, etc.

• Can repurpose existing training content

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How to Create

Microlearning

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Question:

A. This would never happen at my organization

B. This would be a long process with many decision-

makers

C.I would need to first sell this to my team, but then we

could implement

D. I make those decisions so it’s not going to be a problem

If you wanted to implement microlearning at your

organization, how would you go about doing so?

Choose a Format

• Consumable via mobile, tablets, laptops, etc

• Formats include emails, posts, video, games, quizzes, simulations,

slideshows, etc

• “M” learning is lowest common denominator

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Microlearning needs to be Short

(very short)

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Create Granular Units

• Size doesn’t matter if it’s meaningful

• It’s a single part of a larger whole

• Must be purposeful and objective-oriented

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• Aim for real work application

• Add social and cultural context

• Scenario-based learning (SBL) aids retention

Make it “Sticky”

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Add Context or Use a Story

• Add context and strong emotional connection

• Create themes

• Story can be told with a single frame/picture

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Develop Learning Rapidly

• Platforms are changing too quickly; it’s rapid creation or die

• Use content repositories or other content providers

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How to Chunk Content

• Organize and separate essential content

• Do a working memory check

• Go screen-by-screen

• Use bullets and lists

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Microlearning should be Holistic

• Concepts

• Best Practices/Principles

• Procedures/Tutorials

• Demonstrations

• Metacognitive strategies

• Etc.

Use 360 learning perspectives

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Other tips for Microlearning:

• Use 90/20/8 Rule1

• Use Grovo’s Method

• Use Show & Tell (1:3 Ratio)

• Use Searchable Reference Materials

1. Pike, 1994, Creative Training Techniques Handbook

Can you Train for a

better Attention Span?

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Attention Span is one of the 8 Core

Digital Competencies

• Increasing Mindfulness

• Optimizing time management

• Prioritizing thought, feeling, and effort

Train by:

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Tools that help with Attention Span:

• IFTTT (sets triggers to avoid distraction)

• Timeful

• Sizeup (your screen controls your attention)

• Headspace

• Apptitude

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Takeaways

• Better performance, value, return on investment

• Is faster, easier, and cheaper to produce

• Numerous benefits to both Learner & Trainer

• Shrinks the Digital Skills Gap

Microlearning achieves:

• Micro/compact/granular

• Highly engaging

• Of a high production value

• Rapidly produced

• For all learners (Millenials, those with a Skills Gap, different cultures, etc.)

Microlearning NEEDS to be:

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Empowering the digital workforce

Learn more:

grovo.com/organizations

(212) 924-2579

Connect:

Alex Khurgin

alex@grovo.com