How to Implement Microlearning in the Workplace

🚨 What’s the value of memorable training? It’s 218% higher income per employee. Because forgettable learning doesn’t pay. Memes prove it every day: one clear idea → one punchline → instant recall. Training should work the same way. Sometimes it’s a deep dive. Sometimes it’s a quick touchpoint. What matters is that it’s memorable. I don’t just let AI run wild. I build inside the playbook, with traditional L&D frameworks calling the shots. Sometimes it starts with ChatGPT, sketching the first draft of the play. Then I pass it to MidJourney, where the visuals come alive. From there it’s into Veo, turning motion into meaning, and finally Articulate Rise, where the whole story becomes a course. Along the way, I’ve used Canva’s AI to polish, and Luma to spark engagement. Because training isn’t just about learning, it’s about making it exciting, memorable, and worth the replay. Here’s your AI + Microlearning Readiness Checklist 👇 ☐ 1. Keep it Bite-Sized ↳ Focus on one concept at a time. ↳ Use AI to transform long content into microlearning modules. ☐ 2. Make it Relatable ↳ Tie lessons to real work scenarios. ↳ Let AI generate role-specific examples learners recognize. ☐ 3. Add Emotion ↳ Humor, stories, and visuals drive retention. ↳ AI can suggest analogies, stories, or visuals that resonate. ☐ 4. Repeat to Reinforce ↳ Revisit key ideas in spaced intervals. ↳ AI can automate nudges and reinforcement over time. ☐ 5. Design for Mobile ↳ Training should fit in a pocket, not a binder. ↳ AI can reformat lessons into mobile-friendly formats. ☐ 6. Build Interaction ↳ Short quizzes, polls, or choices keep attention. ↳ AI can generate interactive questions on demand. ☐ 7. End with Action ↳ Every module should lead to a real-world behavior. ↳ AI can recommend next steps tailored to learner performance. The lesson? Training doesn’t need to be long to be lasting. It needs to be designed like the best memes. Clear, engaging, and unforgettable. And now, AI helps make that possible at scale. ----- 218% higher income per employee: Forbes (via ATD)

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.

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