Creating Bite-Sized Learning for Staff Development

🔴 Long training sessions = lost attention. When training drags on, learners start to disengage. Complex topics? Even harder to retain. Instead of overwhelming learners with a sea of information, use microlearning to break down complex content into short, focused lessons. Here’s how to do it: 1️⃣ Break down big topics into bite-sized pieces. Divide your content into short, manageable chunks—typically 5 to 10 minutes. ✅ Focus on one key idea per lesson. ✅ Keep each lesson practical and to the point. Example: If you’re teaching a technical skill, break it into steps like “Setting up” → “Configuring” → “Troubleshooting” instead of cramming it all into one session. 2️⃣ Make each lesson self-contained. Ensure each micro-lesson can stand on its own. ✅ Provide all necessary context upfront. ✅ Use clear, concise instructions so learners don’t feel lost. 3️⃣ Focus on actionable takeaways. Each microlesson should give learners something they can immediately apply to their work. ✅ Include practical tasks, examples, or scenarios for them to practice. ✅ Keep the focus on real-world application. 4️⃣ Leverage multimedia to reinforce learning. Microlearning thrives on visual and interactive content. ✅ Use videos, infographics, quizzes, or interactive elements to reinforce key points. ✅ Keep multimedia engaging and relevant to the topic. 5️⃣ Spaced repetition for better retention. Microlearning is perfect for spaced learning. ✅ Offer lessons that revisit content at intervals to help with long-term retention. ✅ Use quick quizzes or challenges to reinforce key concepts. Complex topics don’t have to be overwhelming. With microlearning, you can make them accessible and engaging! 🤔 How do you break down complex content into bite-sized lessons in your training? ----------------------- 👋 Hi! I'm Elizabeth! ♻️ Share this post if you found it helpful. 👆 Follow me for more tips! 🤝 Reach out if you need a high-quality learning solution designed to engage learners and drive real change. #InstructionalDesign #Microlearning #LearningThatWorks #LearningAndDevelopment #EffectiveTraining

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!

Our client thought their training was working until they saw the data. Like many companies, they had a solid compliance program: annual trainings, mandatory videos, end-of-year quizzes. The usual checklist. But then they looked closer. - 90% of the content was forgotten within days. - Employees were skipping or rushing through. - Risky behavior like clicking unknown links was still happening. That’s when we helped them try something new. Real-time microlearning, triggered by behavior One day, an employee clicked on a suspicious link. Instead of a slap on the wrist or worse - silence, they got a quick, 90-second interactive lesson. Right then and there. No dashboards. No long modules. Just the right content, in the right moment. And it worked. ✅ Engagement went way up ✅ Retention improved dramatically ✅ Compliance gaps started shrinking Because people learn better when it’s relevant, immediate, and bite-sized. Training doesn’t need to be a calendar event. It can be a part of your culture. Embedded in real workflows. Invisible until it’s needed and unforgettable when it is. Our client now sees behavior change in real time, not in hindsight. And their people? They’re sharper, more confident, and less likely to click the wrong link again. Curious what this could look like in your org? Let’s talk about bringing learning to life, one click at a time.