Do we live in a magical age or do we merely live among many magicians?
working out loud requires guidance
“micro-learning” is a new approach for a new age
the year you were born determines your values and needs
community is any group of people using social tools
we learn differently in the last 10 years than we did in the previous 10,000
the experience API (xAPI) tracks what you’ve learned
social learning requires a platform
Now, you’re looking for the secret. But you won’t find it because, of course, you’re not really looking. You don’t really want to work it out. You want to be fooled.- The Prestige (Film, 2005)
The world of work is rapidly changing. New technology, new competition, new strategies demand workers stay current, adaptable and responsive to this change. Organized learning, historically the course factory, has a solution and frankly it’s just more of the same in smaller packages. L&Ds latest answer to this growing complexity is faster, smaller training. This has really been building for some time as the data drawn was pointing to workers being opposed to lengthy courses with bells and whistles; multiple paths, and animated characters.
Was what workers wanted, what was needed? The scenario sure reminds one of Henry Ford’s quote “If I had asked people what they wanted, they would have said faster horses.”
So, courses are being broken up, pieces floated into the workflow at best or still something to login to the LMS to access at worst. A new name appeared called “micro-learning”. Say What? Sometimes these are mini-courses, video vignettes, or quick quizzes, 30 seconds, 2 minutes, 30 minutes… alas the definition is in the eye of the vendor and it reeks of desperation. Many a vendor have pitched it as a way to address the shorter attention span myth or millennial expectation nonsense, all claims that the way we learn has changed. Nonsense. How we get information has certainly changed but the wiring of our brains?? Marketing drivel.
Sadly L&D continues to rest on its laurels, its golden era behind it and yet only capable of doing what they know best with the tools they know best vs. what is needed most. The industry has taken a page right out of big pharma’s playbook; convince people there’s a widespread illness and provide the cure.
So what is needed most? The most effective learning tool is and has always been conversation – humans are built for it. And although it’s not the only way to improve performance, it is the place where the solutions should start. Nothing is smaller and faster than conversation, sharing, and collaboration. And if organizations reframed to enable more free flow of information, then L&D should shift to enabling this and pause all the creation. The job is and has always been about outcomes not outputs… no matter how small.
The definition of this new, not new, over-hyped, trending idea is pretty vague. Plus I’m not a fan of yet another formal intervention commandeering the term “learning”. I get it, it’s easy. Yes, these things can lead to learning but in itself, it’s not. Learning is a verb, a process, not a tool or technology. Donald Taylor did well to pull together a definition in his latest post and referenced some of the others who had opinion such as Nick Shackleton-Jones and Donald Clark. I also recommend seeing what Gary Wise had to say.
Micro learning’ is learning from content accessed in short bursts, content which is relevant to the individual, and repeated over time to ensure retention.” – Donald Taylor
Content, short burst, relevant. I think he’s right, but these terms still leaves lots of wiggle room. And given I have the space to work with as do all the vendors, I contend that 10,000 years of evolution has really been defined by micro-learning and most specifically micro-learning in the form of conversation. Small “nuggets” in the form of quick quizzes, video vignettes, audio clips and demonstrations have value but rarely contain the trust, specific context, emotion and right size of information (knowledge and even wisdom) that are found in our interactions.