Summary: This article explores microlearning, nanolearning, as well as their respective roles in corporate training.
Small is powerful. Innovation has helped to deliver effective results with more efficient means, such as smaller surgical cuts, shorter yet powerful modes of communication, and more. The computers, once as big as a room, now come with 10–13-inch screens. The facilitation of learning has not remained untouched by the winds of change. How has corporate training metamorphosized amid the tight work schedule in this digital era? This article will examine microlearning, nanolearning, and their respective roles in corporate training.
The world of information has expanded, but the modes of delivering impactful messages have shrunk. YouTube Shorts, Twitter, and an app that summarizes the best news in 60 words are a few examples to reckon with. The ecosystem of learning at work has evolved, too.
Corporate training encompasses both face-to-face IELT and eLearning. In this highly competitive world of commerce, learning trends have changed to incorporate bite-sized courses to facilitate learning in the flow of work (LIFOW). What courses are those?
Microlearning and Nanolearning are both smaller nuggets of learning modules that can be used to upskill employees. What are they, and how are they different? Let’s dive deeper.
Microlearning is a self-contained course which focuses on a specific learning objective, having its own knowledge checks and summary. It is a standalone piece of content. Some of the approaches used to engage the learners are rich multimedia and game-based strategy.
Microlearning is not about chunking large pieces of content into smaller pieces. Anchored to its learning objective, it is a complete and holistic learning experience.
“Personally, I am always ready to learn; although I don’t always like being taught” – Winston Churchill
The message of this quote finds reflection in microlearning. The learner does not feel the overbearance of the instructor. A good Instructional Design strategy guides the learner through the course.
Microlearning is effective in the following ways:
Let’s now understand nanolearning.
Nanolearning is also a bite-sized training course but shorter and crisper than microlearning. It is ideal for refresher training.
Both have similarities. For example, they:
They differ in scope and span of learning. While an average microlearning module can be 15 to 30 minutes, the nanolearning modules’ duration is generally 2–5 minutes.
Here are a few examples.
Risk matrix and hazard identification forms can be explained in a 20-minute microlearning course, whereas nanolearning can be utilized as pocket cards to list the hazard identification points before beginning the task.
Microlearning can further utilize gamification strategies and scenarios to explain codes of ethics, mobile-related frauds, and their prevention. On the other hand, nanolearning can list the preventive measures for each fraud and the code of conduct in smartcards.
Microlearning and nanolearning are essential to building a future-ready workforce. These learner and budget-friendly solutions can be adopted according to the scope of skilling requirements. Both can be incorporated into the flow of work for appropriate purposes.
At Tesseract Learning, our learning and visual architects constantly innovate and reinvent their approaches to design, develop, and deliver effective L&D programs. We are leveraging our powerful learning platform, KREDO, to create efficiencies across the training lifecycle and deliver exceptional learning experiences.
If you wish to know how our services and learning platform can give an edge to your corporate training programs, write to us at firstname.lastname@example.org