Microlearning Strategies for Busy Professionals

Here's an exercise you can give new AE's during week 1 — it'll teach them 10X more than memorizing your "personas." Which is kind of like this screenshot from Skittles. Marketing content built for your average customer.... ...who doesn't actually exist. (The image is pretty hilarious though, lol.) Much better to have new AE's go deep on what made a subset of real-life customers buy, then repeat that, across multiple customers. So they learn the *actual people* you work with. (And can tell their stories with far more detail.) ____ 1/ Have new hires pick out 3 - 5 current customers. - Whichever logos are interesting to them personally 2/ Ask them to write 1 exec summary for each. - Give them a simple framework to start with: https://lnkd.in/grPM-Dvx - Use whatever recordings, notes, etc they can find - Compressing all that customer history into a summary by writing makes their learning sticky 3/ Score their draft afterwards. - Use a scorecard like this to find gaps / guide a V2: https://lnkd.in/gnpe66fT - They're practicing a whole set of skills this way: problem framing, discovery, differentiation, etc. - If you have a "class" of new hires doing this together: you'll see who's light on certain skills to guide onboarding from here. 4/ Have them share that exec summary with the account owner. - What'd they get right about *this* customer? - What did we realize we still don't know? I can't tell you how much it'll shorten ramp times if you actually try this. And for AE's who recently started a new gig: What other ideas / exercises were most helpful for you during week 1? Stuff you think all onboarding programs should do?

Manager development requires a two-part strategy of traditional workshops AND reinforcement. Here's why. TL;DR, managers are often "too busy" to attend multiple classroom-style workshops and practice what they learn. 🕓 TIME. Managers are some of the busiest members of your org, and barely have time for strategic planning, let alone a 6-week lecture series. Learning needs to be bite-sized, flexible, and high-impact as a result. 🌎 DIVERSE POPULATIONS. Timezones making it logistically hard to get everyone to attend a workshop. Add on the various levels of skill across your org, and one-size-fits all becomes hard to pull off. 🤨 SPEED OF FORGETTING. Delivering feedback, engaging in difficult conversations, and setting expectations drive outcomes, but they're uncomfortable to get right. Managers "forget" these behaviors and prefer old habits, unless constant reinforcement helps them practice otherwise. --- That's not to say you should throw out your workshops entirely. The best L&D leaders know that traditional classroom-style workshops are a foundation, not the end of a learning strategy. Workshops establish core concepts, create a common language, and set expectations for learners. Then, the real work begins. Retention and behavior change happens through reinforcement––and that's where microlearning shines! Today, microlearning is an umbrella term for a bunch of offerings: - 🍎 small refresher workshops or activities - 📹 async videos or lessons with practical tips - 👋 ad hoc coaching or quick mentor syncs - 🤝 30 min learning community discussions - 📚 resource libraries, templates, and power cards - 💡AI-powered LMS and in-workflow nudges You need both strategies (and a diverse set of offerings!) to break through the noise in busy distributed companies. What does your perfect recipe for learning offerings look like? How do you visualize the two-part learning strategy? Let us know in the comments! #learninganddevelopment #talentdevelopment #peopleops #hr #learning --- Did you like this? Share it with your LinkedIn audience! We're always looking to spread great knowledge and information. ♻️ And follow me (Yen Tan) for more manager dev and L&D tips!

This week, I facilitated a manager workshop on how to grow and develop people and teams. One question sparked a great conversation: “How do you develop your people outside of formal programs?” It’s a great question. IMO, one of the highest leverage actions a leader can take is making small, but consistent actions to develop their people. While formal learning experiences absolutely a role, there are far more opportunities for growth outside of structured settings from an hours in the day perspective. Helping leaders recognize and embrace this is a major opportunity. I introduced the idea of Practices of Development (PODs) aka small, intentional activities integrated into everyday work that help employees build skills, flex new muscles, and increase their impact. Here are a few examples we discussed: 🌟 Paired Programming: Borrowed from software engineering, this involves pairing an employee with a peer to take on a new task—helping them ramp up quickly, cross-train, or learn by doing. 🌟 Learning Logs: Have team members track what they’re working on, learning, and questioning to encourage reflection. 🌟 Bullpen Sessions: Bring similar roles together for feedback, idea sharing, and collaborative problem-solving, where everyone both A) shares a deliverable they are working on, and B) gets feedback and suggestions for improvement 🌟 Each 1 Teach 1:  Give everyone a chance to teach one work-related skill or insight to the team. 🌟 I Do, We Do, You Do:Adapted from education, this scaffolding approach lets you model a task, then do it together, then hand it off. A simple and effective way to build confidence and skill. 🌟 Back Pocket Ideas:  During strategy/scoping work sessions, ask employees to submit ideas for initiatives tied to a customer problem or personal interest. Select the strongest ones and incorporate them into their role. These are a few examples that have worked well. If you’ve found creative ways to build development opportunities into your employees day to day work, I’d love to hear what’s worked for you!

𝗛𝗼𝘄 𝘁𝗼 𝗨𝘀𝗲 𝗠𝗼𝗯𝗶𝗹𝗲 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝘁𝗼 𝗥𝗲𝗮𝗰𝗵 𝗮 𝗗𝗶𝘀𝘁𝗿𝗶𝗯𝘂𝘁𝗲𝗱 𝗪𝗼𝗿𝗸𝗳𝗼𝗿𝗰𝗲 📱 Struggling to keep your remote or field-based employees connected with essential training resources? In today’s dynamic work environment, traditional learning methods often fall short for a distributed workforce. When employees can’t access critical training, it leads to skill gaps and inconsistent performance, ultimately impacting your organization’s success. Here’s how mobile learning can bridge the gap and empower your workforce: 📌 Flexibility and Accessibility Mobile learning allows employees to access training materials anytime, anywhere. Whether they’re in the field, at home, or commuting, your team can engage with content on their own schedule, ensuring no one misses out on important training. 📌 Bite-Sized Learning Modules Break down training into manageable, bite-sized modules that are easy to digest on the go. Microlearning keeps employees engaged and helps them retain information better, as they can learn in short bursts rather than long, uninterrupted sessions. 📌 Interactive and Engaging Content Leverage multimedia elements like videos, quizzes, and interactive simulations to make learning more engaging. Interactive content not only enhances understanding but also keeps employees motivated to complete their training. 📌 Real-Time Updates and Notifications Use push notifications to remind employees of upcoming training sessions or deadlines. Real-time updates ensure that your team is always aware of new content, policy changes, or mandatory compliance training. 📌 Offline Access Ensure your mobile learning platform allows for offline access. Employees can download training materials and complete them without needing a constant internet connection, making it ideal for those in remote locations with limited connectivity. 📌 Analytics and Feedback Implement analytics to track engagement, completion rates, and performance. Use this data to identify areas where employees may need additional support and to continuously improve your training programs. 📌 Personalized Learning Paths Tailor training programs to individual roles and career paths. Personalized learning ensures that employees receive relevant content that directly applies to their job functions, increasing the effectiveness of your training efforts. By implementing mobile learning solutions, you can ensure that your distributed workforce remains connected, skilled, and aligned with your organizational goals. This approach not only fills skill gaps but also promotes a culture of continuous learning and development. Have you successfully implemented mobile learning in your organization? Share your experiences and tips in the comments below! ⬇️ #MobileLearning #RemoteWork #EmployeeTraining #EdTech #LearningAndDevelopment #WorkforceDevelopment #ContinuousLearning

Forget big leadership moves. Small acts transform teams. Micro-leadership is the quiet force transforming teams. It’s intentional. It’s human. It’s small acts with outsized impact. A quick check-in, a thoughtful note, or a sincere “thank you” can rebuild trust, spark engagement, and drive results. Here’s 11 ways micro-leadership can revolutionize your team: 1/ Spotting Cues → Micro-leaders notice subtle signals: quiet voices, missed deadlines, or hesitant body language. → These moments reveal opportunities to connect and support. 💡 Leaders: Train yourself to observe team dynamics and act on small red flags. 2/ Personalized Check-Ins → A 30-second message like “Everything okay? Your input matters” can re-engage a struggling team member. → It’s low effort, high impact, and builds trust instantly. 💡 Leaders: Schedule one-on-ones to address concerns before they escalate. 3/ Public Recognition → A quick “great job” in a team meeting boosts morale and inspires. → It ties individual efforts to collective goals. 💡 Leaders: Call out specific contributions weekly to reinforce positive behaviors. 4/ Active Listening → Giving undivided attention during a brief chat shows respect and value. → It turns routine conversations into moments of connection. 💡 Leaders: Paraphrase what you hear to confirm understanding. 5/ Thoughtful Feedback → A single, well-timed suggestion can redirect effort and spark growth. → It’s about clarity, not criticism. 💡 Leaders: Offer one actionable piece of feedback in real time. 6/ Small Gestures → A handwritten thank-you note can strengthen relationships. → These acts show you see your team as people. 💡 Leaders: Keep a stack of notecards for a personal thank-you. . 7/ Empowering Questions → Asking “What do you think we should do?” invites ownership and creativity. → It’s a small way to build confidence and autonomy. 💡 Leaders: Pose one open-ended question per meeting to encourage ideas. 8/ Consistent Rituals → Small, repeated acts, like a weekly team huddle, builds rhythm and trust. → They anchor teams in uncertain times. 💡 Leaders: Start meetings with a two-minute gratitude share. 9/ Transparent Communication → A brief, honest update on a project’s status can align focus. → It shows respect for your team’s need to know. 💡 Leaders: Send a weekly one-paragraph email summarizing progress. 10/ Modeling Vulnerability → Admitting “I don’t have all the answers” humanizes you. → It invites others to take risks and collaborate. 💡 Leaders: Share one challenge you’re facing quarterly. 11/ Celebrating Milestones → Acknowledging small wins fuels momentum. → It ties daily work to the bigger picture. 💡 Leaders: Host a 10-minute virtual toast for team milestones. Micro-leadership is redefining teamwork by blending empathy with strategy. What’s one small leadership act you’ll try today? Share your ideas below! ♻️ Repost to your network. Follow Carolyn Healey for more leadership content.

In hospitality, speed matters. If you don’t train employees now, you risk losing them to another industry that will. Less than 25% of HR leaders believe they have a bench of future leaders. When a restaurant is short-staffed and a manager calls out, the shift still has to run smoothly. Leadership training can’t be a ‘someday’ initiative—it has to happen now. That’s why Life's Food: A Five Guys Franchise turned to Opus. They needed a way to... ✅ Train employees as they work—not in long classroom sessions ✅ Deliver leadership training at scale across dozens of locations ✅ Make training stick—so employees would apply new skills immediately. Here’s how we made that happen fast: 🔹 Micro-learning: Employees at Life’s Food learn in short, digestible lessons during their shifts. Instead of pulling them away from work, training happens in the flow of work. 🔹 On-the-spot learning: Real-life scenarios are built into the training, so employees are practicing leadership in real time, not just reading about it. 🔹 Scalability: They deployed leadership training to multiple locations in days, without needing expensive in-person sessions. Employees aren’t just clocking in—they’re stepping up. Training that used to take weeks now takes minutes per shift—and it’s leading to real promotions and stronger teams.

I built LEADx because I wanted to make it EASY for leaders to develop habits. Here are three types of nudges we use to do that: [Example Topic = SLII®] 🟩 Personalized Behavioral Nudge What it is: A prompt with a specific action a learner can take. Example: “During your next S3 conversation, ask how you can help. Click for the 14-item S3 Checklist.” Why use it: Get learners to engage with SLII® and apply the framework. 🟦 Micro-learning in the Flow of Work What it is: A prompt to engage with your SLII® coaching plan. Delivered in real time in the flow of work. Example: “Team member accomplished and confident? Give low support + low direction. Use this 3-step Delegating Approach (Click for Job Aid).” Why use it: Drives learners to engage with their coaching plan in the flow of work. Completion is trackable. 🟧 Conversation with an ICF-Certified Coach What it is: Nudges learners to open up a live conversation with an exec coach. Example: “Having trouble diagnosing your team member’s developmental level? Click to chat with an executive coach." Why use it: Reminds your learner they have daily access to a human coach. They can ask Qs, share challenges, and do SLII® roleplays. #leadershipdevelopment P.S. We just announced four new dates for our SLII® Public Workshop. You can learn more about it on our website under “Solutions.”

The counterintuitive approach to eLearning design that dramatically increases knowledge retention. Most training programs overwhelm learners with information overload. Let's break down why traditional approaches fail: 1️⃣ Content Chaos • Excessive information dumps • No clear structure or focus • Cognitive overload kills retention ↳ Solution: Strategic content chunking 2️⃣ Microlearning Magic • Break content into 5-10 minute segments • Focus on one concept at a time • Let learners control the pace ↳ Solution: Bite-sized learning wins 3️⃣ Clear Learning Pathways • Start with crystal-clear objectives • Guide learners step-by-step • Show progress milestones ↳ Solution: Transparent structure 4️⃣ Smart Content Layering • Hide supplementary details • Use accordions and tabs • Reduce cognitive load ↳ Solution: Progressive disclosure 5️⃣ Visual Power • Strategic multimedia use • Break up text walls • Enhance understanding ↳ Solution: Purposeful visuals 6️⃣ Active Learning Hooks • Regular knowledge checks • Self-reflection prompts • Engagement boosters ↳ Solution: Interactive elements The science is crystal clear: • 20-30% better retention rates • Higher engagement scores • Stronger knowledge transfer Think about it: When was the last time you remembered everything from a 3-hour training video? 🤔 Master these principles and watch your training shine: ↳ More intuitive learning ↳ Better comprehension ↳ Results that actually stick What small change could you make today to align your training with how people actually learn?

I watched footage of retail employees panicking mid-shift and knew immediately that standard training had failed them completely. At a major retail client, L&D professionals relayed the challenges employees face during tense customer interactions, like handling aggressive returns and policy disputes. Without the right tools, staff improvised under pressure, resulting in frustrated customers and internal burnout. The training was clearly missing something critical: real-world application. So, we created video-based microlearning, capturing these exact situations. Employees practiced repeatable phrases and calm responses to de-escalate conflicts. Within weeks, the security footage began telling a new story. Employees calmly managed tough moments, supported by coworkers trained to step in at critical points. Customer complaints dropped significantly, and internal feedback showed reduced stress and improved confidence. The success came from simplicity. Employees got practical skills and language they genuinely needed during high-pressure interactions. Have you ever watched your training visibly fail in a critical moment? What worked when you fixed it?