The following blog post is written by Strategy Execution Chief Product Officer Treion Muller
For hundreds of years, men and women have achieved mastery in their chosen field by learning a principle, practicing that principle until they have achieved the desired proficiency, and then moving on to the next level. Repeated over and over again, one bite at a time.
This is true for gaining mastery in almost anything including music, mathematics, sports, science, the arts, and any number of academic topics. Several books have been published in recent years on the topic, including “Talent is Overrated” by Geoff Colvin and “Outliers” by Malcom Gladwell, often touting ten thousand hours of practice resulting in someone achieving expert or master status. Mastery takes time.
Babies do not learn to walk in one sitting. Muscles are not built in one workout. Muscle memory is not cultivated in one tennis practice. Guitarists do not produce beautiful music after one lesson. Ballet dancers do not become the principal in a company after one class. And participants in a training workshop do not become expert project leaders, or any training area after one event. Behavior change takes time.
While I believe one lesson, one experience, and one event can be the starting point to change, true behavior change and skill development will require more — more time, more practice, more failed attempts, and more learning by actually doing.
This is why microlearning can be such an asset to the learning process. But before I dive into the why behind that statement, please be cognizant of the fact that while we have new buzzwords and labels like microlearning, spaced learning, and bite-size learning, it doesn’t mean the principle is new. In my several years of research I’ve identified 7 reasons bite-sized learning works today better than ever before. In my ebook, “The Power of Small Things & Baby Steps: 7 Reasons Bite-Size Learning Works Today! I make the argument for why microlearning can be a huge advantage to anyone who wishes to share information, build skill sets, and change behavior. I suggest that “microlearning is more than just a collection of small things….(that) it is also the time in-between, or baby steps, that is necessary to achieve proficiency in the desired new skill set or behavior.” You see, for the first time in history, microlearning has all the tools to support its potential…The 7 reasons bite-size learning works today are:
- Our brains are wired for it
- Consumer behavior reinforces it
- Mobile advances it
- Video escalates it
- The modern learner demands it
- Ebbinghaus would endorse it
- People want the same at work
Strategy Execution and Microlearning
With this research in mind, the product team at Strategy Execution have embarked on the audacious quest to make project-driven content and experiences available to anyone, anywhere, and in relevant bite-sizes through our Strategy Execution Memberships. I’m not just talking about “chunking up” existing eLearning and throwing it up on a platform. No, I’m talking about…
- creating a variety of elegant micro objects that people in the project space will want to consume and experience often
- organizing those micro objects into the most common jobs that project-driven workers are trying to do day in and day out
- a “Google for project workers” experience
- just in time answers to real world problems, questions, and issues
- access to a Digital Coach tool that reinforces what is learned in traditional learning events, and helps users apply those principles in their daily work
- expertly-designed transformation journeys that are made up of relevant micro objects and learning experiences over a period of time
If we expect a change in behavior or increased mastery in any desired field we should apply universal principles that may start with a traditional learning event, but that ideally also teach associated principles and behaviors in bite-sizes, with time in-between to apply those principles. The time for harnessing all the advantages of microlearning is now. Refrain from defaulting to old school thinking, especially when we can tap into a world of unprecedented technology and innovation. Remember, if mastery and change takes time, shouldn’t your training, learning, and development solutions do the same?
I’d also like to offer you a limited time opportunity to take our SELF assessment, our diagnostic tool to assess individuals in the 4 key project domains: strategy, work, people, and self. Click the logo below to start the assessment.
Latest posts by Treion Muller (see all)
- Why Successful Digital Transformation Requires 3 Lenses - November 12, 2019
- How Microlearning Can Solve Learning & Development Deficiencies - August 6, 2019
- The Modern Learner and Project-Based Training - June 12, 2019