8 Feb 2021

Micro-learning miniblog series

Part One

Interview with Gavin Nelson, founder of MicroGo & EdApp partner

Welcome to Part One of our micro-learning miniblog series!

We had the amazing opportunity to sit down with Gavin Nelson from MicroGo and have a chat about his journey with micro-learning. What we learned inspired us to share the important discussion points from our conversation as bite-sized blog entries, which we’re posting every week this month.

Stay tuned over the next few weeks to read the full conversation!


Why is micro-learning becoming such a buzz word recently? 

 

I think it’s a whole range of things including the fact that the learning environment has changed – of course face-to-face learning was traditional and that just stopped with Covid. People realised that learners need to accommodate different methods of learning, not necessarily just face-to-face. And the advent in mobile phones meant that you could start learning in different forms. But micro-learning really is just small lessons – the attention span of humans has dropped so much – it’s extremely short, there’s a lot of research around that. It’s also a very effective way to learn – if you can have people more focussed on what they are learning, it’s way more effective. So quick, short bites of learning are the way to go.

So why did you get involved in micro-learning? Why is it a passion of yours?

 

So the why is that I actually discovered it on top of traditional means. I was developing a program, it was about 64 modules for a company within 6 months. My audience was about 400 people, and I realised if I positioned this as e-learning modules, that would be so painful and so difficult, and people would resist it. Well I made a decision to try microlearning and the results were incredible. I did actually test the traditional form, but the sheer quantity of what I needed to achieve would have been unrealistic – it was over 8 hours of learning involved. So I saw the microlearning platform, and everything worked in their favour. It was very easy to develop the modules online, so the authoring was a key benefit, but to be honest, it was really the engagement. I saw people learning on their phone, every screen being different, very kinesthetic, there’s a bit of gamification, and people having fun with their learning.


I put the leadership group through first, and mandated about half of the content, but they actually chose to do the whole lot. When I rolled it out to their team, I had 95% of people complete it without pushing – which is unheard of in learning and development – so I was a convert. The reporting was all online – typically with other systems the reporting is really difficult. But there were tools in the product that I was working with where you can have a dashboard. So if you’re a leader, you can see if everyone’s green or not. If someone’s orange, they’re maybe at 70%, and if they’re 0%, they’re red. So you had the three benefits – the designing, the deployment, and the reporting.

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