Enhancing Team Skills with Microlearning Sessions

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?

🔴 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

First-line leaders lead about 80% of the workforce. But, when it comes to leadership development, addressing first-line leaders is where most companies fall short. The audience gets much bigger, and the strategies that worked for directors and VPs (i.e., executive coaches, boutique LMSs, and a high-touch approach) become unrealistic. Ascensus stands as a prime example of how you can put together a high-quality first-line leader program (in a cost-effective way). The trick? You just have to adjust your approach and leverage the right tools. Here’s how the team at Ascensus—Tricia Reese, Lucy Albert, and Megan Cashdollar, MBA—teamed up with us at LEADx to pull it off: 1️⃣ Micro-learning + nudges in the flow of work “Our associates are time-crunched,” Reese said. “Offering a micro-learning format that would enable participants to learn in the flow of work is what was most desired. “Our learners also want choices in how they engage with content, so we wanted to ensure we could offer a mix of methods such as on-demand videos, virtual workshops, book summaries, and coaching plans.” 2️⃣ Group coaching in a flipped classroom model. The cadence Ascensus used for each of their topics worked like this: - Weeks 1-3: Learners touch on core concepts that follow a monthly coaching plan and apply those learnings through micro-exercises. - Week 4: On week four, the cohort meets for a live group coaching session. 3️⃣ LiveCoach Ascensus also enabled learners to message directly with an expert coach at LEADx as needed. The text-to-coach approach is a scalable way to mirror the kind of high-touch, high-attention approach that executives get. --- With all of these elements working in harmony, they established a powerful system of development that focused on on-the-job application. And the results poured in! +92% leadership confidence +92% application of learning on the job 82% completion of all coaching exercises Check out the full article for an in-depth look 👇 #leadershipdevelopment #learninganddevelopment #training