5 Microlearning Myths you Need to Stop Believing
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Microlearning Myths: Keep An Eye For Common Misconceptions

Microlearning is a new-age educational tool, having learning in bite-sized pieces instead of long, tedious sessions. It is the latest buzz in the eLearning industry, consisting of short and interactive content with easy accessibility on various devices like smartphones, tablets, and laptops. As per a survey conducted by the Association for Talent Development, 38% of talent development professionals used microlearning in 2017, with 41% of them planning to implement it this year.

Microlearning provides contextual learning to learners with small attention spans, allowing them to engage better with the content and retain crucial information. However, like everything else, the concept of microlearning too isn’t free from assumptions and misconceptions. It is surrounded by many myths. Read on to discover and debunk five common microlearning myths.

1. Microlearning Is Only About Breaking Longer Content Into Small Pieces

Microlearning is not only about dividing longer training into small pieces, commonly known as “chunking”. In microlearning, each of the pieces of learning is an independent module and a standalone unit in itself. Each module should fulfill a particular learning objective. The key idea of microlearning is to make learners understand the content. It doesn’t involve imparting unorganized and fragmented information, but giving a holistic view of an individual concept.

It is challenging to present micro-content in a way that makes sense to the learners. A good micro lesson has to be self-contained and self-explanatory.

2. Microlearning Has A Short Duration And A Set Time Frame

There’s a delusion that whenever the learning is of short duration, it is microlearning. It is important to understand that duration doesn’t matter; it’s about focus. Microlearning doesn’t have to be small always. It is about keeping the length as long as required and as short as possible. Context and relevance are crucial, as much as the size of the modules.

Microlearning doesn’t necessarily have a specific time limit. It depends on the topic covered and the learners. It should be as long as it conveys the concept and thought in a precise manner. The learning objective should be fulfilled, and learners should get a complete learning experience in that particular time frame.

3. Microlearning Only Involves Videos And Gamification

Microlearning doesn’t have to be flashy always. Though gamification is added to learning modules for better engagement and enhanced interaction, microlearning can take other forms too. Sometimes it involves just text, checklists, quizzes, presentations, infographics or FAQs. What learners actually expect is relevance and quality. You can develop the course structure and then add games and badges to make the modules attractive and appealing for learners.

It is equally important to ensure that whatever medium is used, it should match the context and the thought you want to convey through your content.

4. Microlearning Can Address Any Subject

Microlearning is an effective tool for presenting information in small chunks. But it can’t deal with some subject matters – like learning to operate software or gaining proficiency in a new language.

You can’t completely rely on microlearning for imparting training on all the topics, as it can leave some important gaps. Microlearning isn’t a good option for areas requiring varied skills and subtasks. To get a deeper understanding of some subjects and gain expertise in them, a detailed study is required instead of microlearning.

5. Microlearning Is A Substitute For eLearning

Microlearning is a powerful tool for reinforcement. Though it is more beneficial for learners with short attention spans than tedious courses, it isn’t a substitute for eLearning. Microlearning comes under eLearning and shouldn’t be considered as a standalone resource. It is just a support tool that helps in increasing retention and understanding of the concept. It enables learners to gather more information, quickly, and in a short time. Microlearning supplements eLearning, but doesn’t replace it.

Conclusion

Although microlearning is still evolving, it seems promising for the eLearning industry. Microlearning offers many benefits allowing employees to learn on the go through their smartphones or tablets. The content is precise and specific, enabling learners to grasp the subject quickly.

By busting the above myths, you will be able to use microlearning effectively and engage your learners. While this bite-sized learning technique may not fit all your requirements, it can definitely help your organization achieve your learning objectives in a short span of time. It is also crucial that you consider this tool only a part of your overall eLearning strategy as eLearning is a broad concept and offers a more holistic approach than microlearning.

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