In the realm of workplace learning and development, microlearning has emerged as a powerful tool, promising enhanced learning experiences, improved retention, and streamlined training processes. However, numerous misconceptions have arisen, throwing doubts on its efficacy and potential impact. At Capability Group, we are committed to dispelling these myths and shedding light on the transformative capabilities of microlearning.

In collaboration with Axonify, we present the Ultimate Guide to Microlearning — an insightful resource designed to expose common myths and showcase the true potential of microlearning when implemented effectively.

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7 common microlearning myths

Myth#1: Microlearning is new
Contrary to popular belief, microlearning isn't a novel concept. It has its roots in cognitive science and has simply been relabelled in recent years.Terms like 'bite-sized' or 'chunked' are just different names for the same approach.

Myth#2: Microlearning is about duration
While microlearning content is short, it's not just about the length of time. It's about focusing on the essential information employees need to achieve specific goals, cutting out unnecessary fluff found in traditional learning solutions.

Myth#3: Microlearning is only video
Video may be a popular format for microlearning, but it's not the only option. Microlearning can take various forms, from quizzes and quick tips to blogs, podcasts, and infographics. The key is to match the medium with the message and context.

Myth#4: Microlearning is only for millennials
Microlearning doesn't care about your age. Whether you're fresh out of school or nearing retirement, it's designed to meet the needs of everyone. And guess what? It's been proven to help everyone learn better and remember things longer. Plus, it's a lifesaver for managers who need to focus on specific goals for each team member.

Myth#5: Microlearning is a replacement for other types of training
Holdup! Microlearning isn't here to kick traditional training. Face to face workshops, e-learning, coaching—they're all still important. Microlearning just adds another tool to the toolbox. It works alongside other methods to make sure everyone gets the best results.

Myth#6: Microlearning must be self-directed
Sure, it's great when employees take the reins on their own learning. But sometimes they need a little push in the right direction. That's where microlearning comes in. It's a balance between giving employees control and giving them the support they need to succeed.

Myth#7: Microlearning only works for simple topics
Think microlearning is just for basic stuff? Think again! whether it’s boostingproduct knowledge, increasing sales or reducing safety incidents, microlearning can handle it all. It's all about using the right approach for the right situation.Training is training, no matter what the topic is.

To achieve the benefits of microlearning, it must be part of a holistic approach to modern learning that begins with mapping out your business goals then applies the latest in technology, brain science, and solution design principles. This is the winning formula for getting business results that you can measure.

So, whether you’re an experienced learning practitioner looking to up your game, an HR professional who wants to keep turnover low and engagement high, or a senior business leader trying to solve a critical operations problem, consider this your ultimate guide to microlearning that actually works.

Dive into The Ultimate Guide to Microlearning and explore how to build an effective microlearning strategy that unlocks measurable business value.