Over the last several years, the corporate learning scene has been transformed by two fresh ideas that are shaking up old practices. Business leaders who keep their eyes on the future are stepping away from traditional methods like extensive web-based videos and PowerPoints, choosing instead snappier and more engaging alternatives. And they’re crafting material that doesn’t just tell employees what to do but shows them in action.
These two ideas, known as “microlearning” and “social learning,” can redefine your organization’s learning and development (L&D).
Here’s how these concepts work, and why blending them can create a skilled and competent team.
What Is Social Learning?
The idea of social learning was brought to life by psychologist Albert Bandura in 1977. This type of learning is rooted in the simple human experience of learning by watching others. In the business context, this involves providing real-world examples that demonstrate desired behaviors.
In a work environment, social learning goes beyond theory. It’s about offering practical content that illustrates what to do, how to do it, and why it matters. Real-world examples make the learning experience tangible and relatable.
What Is Microlearning?
Sometimes called “microtraining,” microlearning is about providing brief and clear content that employees can dip into at their convenience. It’s like a pocket-sized guide or a quick podcast that delivers just what you need to know, right when you need it.
Microlearning content can take many forms, including short blogs or guides, podcasts, videos, or live-stream sessions. Under the traditional L&D model, employees are assigned a specific training day or required to attend an in-person seminar. By contrast, the microlearning approach uses soft due dates and gives employees a broad time frame for completing assigned work.
Gone are the strict training schedules of traditional L&D models. Microlearning brings flexibility, letting employees fit these bite-sized lessons into their day without interrupting their essential tasks.
Why Microlearning and Social Learning Are the Perfect Pair
A growing body of research suggests that social learning provides the best ROI for businesses and is the most effective approach for teaching employees new skills.
For instance, according to the 70-20-10 model, employees learn 70% of their skills from hands-on experiences and social interaction. They learn 20% of their abilities from interacting with others. Only 10% of learning is linked to traditional training.
So, what’s the best way to deliver this type of learning? Here’s where microlearning steps in, aligning with the modern reality of short attention spans and bustling workdays. It allows for quick skill uptake without getting in the way of productivity.
Microlearning represents the ideal method for delivering virtually any form of training, especially social learning. Condensing training sessions into short intervals best aligns with American workers’ shrinking attention spans, which are down to just 47 seconds on average, according to CNN.
Why They Are the Perfect Pair for Organizational Growth
Organizational growth is no longer about simply adding more resources or scaling up old practices. It’s about agility, adaptability, continuous innovation, and harnessing collective intelligence.
Here’s why microlearning and social learning are the catalysts for this growth:
- Adaptability in a Dynamic World: Microlearning’s concise lessons fit into the fast-paced work environment, and social learning taps into innate human behavior. This combo allows employees to learn and adapt swiftly, keeping the organization ahead of the curve.
- Harnessing Collective Intelligence: Social learning promotes sharing and collaboration, breaking down knowledge hierarchies. When paired with microlearning, it turns the entire workforce into a cohesive, intellectual ecosystem. This shared resource fuels innovation, creative problem-solving, and growth.
- Continuous Reinvention: As the business world evolves, so must an organization. Microlearning’s bite-sized content ensures that learning keeps pace with changes. Social learning fosters a culture that embraces complexity, turning challenges into opportunities. Together, they allow the organization to reinvent continuously, seizing opportunities and thriving in change.
- Amplifying Impact Across the Board: By making learning more engaging and practical, these methods turn every employee into a problem solver, innovator, and leader. They transform the workforce from a collection of individuals to a unified entity, multiplying impact and driving growth.
- Cost-Effective Scaling: With microlearning’s flexibility and social learning’s natural appeal, these methods can be scaled across an organization without massive investments. They provide a practical, economical pathway to growth, tailored to modern business needs.
In essence, microlearning and social learning are not just about training employees; they’re about fostering a new organizational culture. A culture that’s active in creating, sharing, and applying knowledge. A culture that’s equipped to adapt, innovate, and lead. It’s not about survival; it’s about redefining how organizations operate, learn, and evolve to lead the future.
Innovate Your Organization’s Growth Strategy with Tigerhall
Want to learn more about microlearning and social learning and how these concepts can be the answer to your organization’s growth? If so, we invite you to explore “The Ultimate Guide to Microlearning in 2023” and join the Tigerhall team as we unpack this important topic.
The business world moves quickly, and standing still is not an option. By embracing these dynamic and engaging methods of employee development, you position your organization to not only keep pace with change but to lead the way.
Schedule a demo today, and discover how this new approach to learning can become the key to unlocking your organization’s growth and success.
Authored by Nellie Wartoft, CEO of Tigerhall