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How Microlearning Shrinks the Skills Gap

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Alex KhurginDirector of Learning, Grovo

akhurgin@grovo.com Booth 404 at DevLearn | Oct. 29-31

The Good, The Bad, & The Ugly…

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Attention Spans are Changing…1998: average attention span = 12 minutes

2008: average attention span = 5 minutes

2018: average attention span = ? Minutes1

2000: average attention span surfing the web = 12 seconds

2013: average attention span surfing the web = 8 seconds

2013: average visual memory of goldfish = 9 seconds2

1. Social Times: Attention spans have dropped from 12 minutes to 5 minutes (Dec 14, 2011) 2. National Center for Biotechnology Information, U.S. National Library of Medicine, The Associated Press

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Let’s check back in…

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The Shift to Hyper Attention

By 2015, we will be consuming more than 15 hours of media per day. Older adults aged 50-64 upped their consumption 71% in the last year.

It’s not just generational: We’re ALL consuming MORE MEDIA

Much of that media is VIDEO

We’re moving AWAY from Deep Attention• Concentrating on one object or information stream, ignoring outside stimulation, long focus times

We’re moving TOWARDS Hyper Attention• Switching focus, multi-information streams, high stimulation, low tolerance for boredom

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Wow, how long is this clip??Are they ever going to shoot each other??

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Technology is Changing… and Knowledge Workers are Drowning

1. http://onlignment.com/2011/03/have-the-opportunities-and-constraints-changed/

2. SkillSoft survey, Shepherd, Clive (2011-01-12),The New Learning Architect p. 21

• A third clock more than 50 hours a week, 43% get less than seven hours of sleep a night, 60% rush through meals, and 25% of execs report that their communications are unmanageable1

• 40% of those surveyed said they didn’t have time to do the training they needed2

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Training Can’t Keep Up

• Average is 31 hours per employee

1. http://www.astd.org/Publications/Newsletters/Learning-Circuits/Learning-Circuits-Archives/2009/08/Time-to-Develop-One-Hour-of-Training

It’s TOO LONG

• 80% of what is learned is forgotten within 30 days • Fewer than 15% apply what they learn

There’s NO RETENTION

• Average time it takes to create ONE hour of training is 43-185 hours (low end) 93-365 hours (high end)1

It can’t be produced FAST ENOUGH

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The Digital Skills GapThis has led to a digital skills gap costing the economy 1.3 TRILLION dollars

It’s clear the WORKFORCE has to CHANGE

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Microlearning is…Learning through short, digestible focused segments.

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Microlearning is better for Learners

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Microlearning is better for Engagement

• It’s an extension of MICROMEDIA (Twitter, Vine, Tumblr, etc) • It’s ON-THE-GO• It’s QUICK and easily UNDERSTOOD

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Microlearning is better for Learning & Retention

• It’s “sticky”• Doesn’t overload learner• 90% of new skills are lost within a year, while microlearning yields 4-5

learned takeaways

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Microlearning is better for Application & Performance

• A little over time is better than cramming

• It’s personalized and unique

• Pinpoints strengths & weaknesses

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Microlearning WORKS

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Microlearning is better for Trainers

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Microlearning can be produced faster, cheaper & easier(Cuts costs by 50% while increasing speed by 300%)

• It’s MODULAR (easily assembled & corrected) • Takes less time to DESIGN & EXECUTE

• Great for EXPERIMENTATION

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Microlearning is “Just In Time”

• Available at the TIME OF NEED

• Learners are more RECEPTIVE

• It’s a PERFORMANCE AID

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Microlearning is Compelling

• Coincides with MICROMEDIA (Twitter, Vine, etc) • More time to build a beautiful and engaging experience• Easily TRANSLATED for other cultures

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Microlearning is Trackable & Assessable

• Create data-driven learning

• Pilot lessons, gather feedback• Results are measurable

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And microlearning offers even more benefits…

• Saves lost productivity for workers

• Less budget for venues, travel, food, etc.• Can repurpose existing training content

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How to Create Microlearning

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Choose a Format

• Consumable via mobile, tablets, laptops, etc • Formats include emails, posts, video, games, quizzes, simulations,

slideshows, etc• “M” learning is lowest common denominator

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Microlearning needs to be Short (very short)

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Create Granular Units

• Size doesn’t matter if it’s meaningful • It’s a single part of a larger whole• Must be purposeful and objective-oriented

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• Aim for real work application

• Add social and cultural context• Scenario-based learning (SBL) aids retention

Make it “Sticky”

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Add Content or Use a Story

• Add context and strong emotional connection

• Create themes• Story can be told with a single frame/picture

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Develop Learning Rapidly

• Platforms are changing too quickly; it’s rapid creation or die

• Use content repositories or other content providers

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How to Chunk Content

• Organize and separate essential content • Do a working memory check

• Go screen-by-screen

• Use bullets and lists

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Microlearning should be Holistic

• Concepts • Best Practices/Principles • Procedures/Tutorials • Demonstrations • Metacognitive strategies • Etc.

Use 360 learning perspectives

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Other tips for Microlearning:

• Use 90/20/8 Rule

• Use Grovo’s Method

• Use Show & Tell (1:3 Ratio) • Use Searchable Reference Materials

Can you Train for a better Attention Span?

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Attention Span is one of the 8 Core Digital Competencies

• Increasing Mindfulness

• Optimizing time management • Prioritizing thought, feeling, and effort

Train by:

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Tools that help with Attention Span:

• IFTTT (sets triggers to avoid distraction) • Timeful • Sizeup (your screen controls your attention) • Headspace

• Apptitude

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Takeaways

• Better performance, value, return on investment • Is faster, easier, and cheaper to produce • Numerous benefits to both Learner & Trainer • Shrinks the Digital Skills Gap

Microlearning achieves:

• Micro/compact/granular • Highly engaging • Of a high production value • Rapidly produced • For all learners (Millenials, those with a Skills Gap, different cultures, etc)

Microlearning NEEDS to be:

Connect: Alex Khurgin

Director of Learning, Grovo akhurgin@grovo.com

Learn more: grovo.com/organizations

Thank You!

Grovo teaches the digital skills people need to perform better at work.

contact@grovo.com | 212.924.2606

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