In my journey from teaching to developing performance-based corporate training solutions, I've seen firsthand how microlearning can make a difference. In my last project, I decided to leverage microlearning to maximize learning transfer and ensure that what we learn at industry events is actually applied on the job.
“Our brains purge what we don't use. It's truly a use it or lose it situation. And if we can't remember it, we can't use it on the job.”
Learn how Liz Herrick, Designer of Innovative Learning Solutions at BD, turned to microlearning to enable learning transfer and enhance employee performance. Powered by MicrolearningCONF.
Practical tips for maximizing learning transfer
Here are 7 practical steps I use to boost learning transfer and retention with microlearning at BD.
1. Build anticipation before the learning event
Before any learning event, building excitement and setting expectations is key. For example, our leadership team invested in our professional development by sending team members to a major conference.
I created a quick countdown microlearning module to build anticipation. By encouraging participants to pick a session and explain why they chose it, I engaged them in higher-order thinking and fostered a commitment to the content.
Here’s a microlearning course template for promoting learning events. Find it in 7taps.
2. Engage managers for better learning transfer
Did you know that managers can significantly impact learning transfer? I designed prompts to nudge learners into discussing their learning goals and session choices with their managers. These manager-learner conversations set clear expectations and strengthen commitment, making the learning more impactful.
3. Provide structured scaffolding
To help learners better encode information during sessions, I introduced structured scaffolding. For instance, I created a OneNote notebook with templates asking questions like, "What are the key takeaways?" and "How can we use this information?" This framework helps learners organize and remember information more effectively, guiding them through the learning process.
4. Leverage active recall during events
At a 2-day conference, I sent out a microlearning module after the first day to reinforce retention through active recall. Questions like, “What would you like to start using right away?” required participants to think actively, engaging them more deeply with the content and improving memory retention.
5. Turn learning into collaborative endeavors
Priming learners for social learning can significantly enhance engagement. I designed microlearning modules to foster collaboration by inviting participants to share insights and work together. This approach supports a community learning atmosphere, enriching the overall learning experience.
6. Ensure ongoing use after training sessions
Post-training engagement is essential. For my DiSC® personality assessment workshops, I used microlearning to encourage ongoing application of DiSC styles. By having participants recall their own DiSC types and reflect on their usage, I nudged them towards continuous application. This consistent use is where the real power of learning transfer lies.
7. Make the last screen count
Always plan your last screen carefully. Instead of a simple thank you, end with a clear, action-oriented message. Whether it's visiting a tool or setting a new goal, this final screen should drive behavior towards continued application, leveraging the recency bias to make a lasting impact.
Results and takeaways
The feedback from using these microlearning strategies has been incredibly positive. Associates reported better retention and a deeper understanding of the sessions. They even benefited from sessions they didn’t attend through shared insights, making the learning experience more comprehensive and collaborative.
By breaking down content into smaller, digestible units, microlearning supports retention and learning transfer far better than traditional methods. It builds anticipation, engages learners actively, and ensures continuous usage of learned concepts.
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💡More microlearning ideas for corporate training in 2024
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