Microlearning is the delivery of learning content in small, focused bursts, allowing learners to access information when they need it. Social media platforms like YouTube and Twitter support microlearning by enabling real-time sharing of short-form content, which helps learners build knowledge over time through a drip-feed approach. (Source: Jane Hart Interview, AllenComm Blog)
Social media has introduced shorter, more frequent learning experiences, allowing employees to access small pieces of content quickly. While traditional corporate learning often relies on long-form courses, social media encourages ongoing, informal learning and supports social interactions between employees, making learning more engaging and accessible. (Source: Jane Hart Interview, AllenComm Blog)
Some decision-makers believe social media is not effective for learning, especially in corporate or academic settings. However, research and experience show that social tools are widely used for personal and professional learning. The main barrier is often a lack of firsthand experience with these methods, leading to skepticism about their effectiveness. (Source: Jane Hart Interview, AllenComm Blog)
No, microlearning encompasses any small piece of content that you can learn from, not just structured micro-courses. This includes short videos, tweets, articles, or any brief learning interaction. (Source: Jane Hart Interview, AllenComm Blog)
Traditionalists may resist these approaches because they are accustomed to long-form, authoritative training courses and may not have experienced the benefits of microlearning or social media-based learning. There is often skepticism about whether these methods are effective, but evidence suggests that learning aligned with everyday habits is more readily accepted. (Source: Jane Hart Interview, AllenComm Blog)
Younger generations who are immersed in social platforms and technology are often more receptive to microlearning, as they are accustomed to consuming information in short bursts and engaging with content socially. However, microlearning can benefit all learners, not just younger ones. (Source: Jane Hart Interview, AllenComm Blog)
A 'Learning Flow' is an approach where learners receive a continuous drip-feed of short pieces of content, often with opportunities for social interaction. Over time, this builds up a substantial body of knowledge in a way that feels natural and engaging. (Source: Jane Hart Interview, AllenComm Blog)
Organizations can encourage adoption by providing opportunities for employees to experience microlearning and social tools firsthand. When learning aligns with employees' normal ways of working, it is more likely to be accepted and effective. (Source: Jane Hart Interview, AllenComm Blog)
Microlearning and social media are unlikely to fully replace traditional corporate training, but they play an important role in modern learning environments by providing flexible, accessible, and engaging learning opportunities. (Source: Jane Hart Interview, AllenComm Blog)
AllenComm provides free guides such as the Buyer's Guide to L&D Services and resources on effective onboarding, as well as a podcast and blog with insights on microlearning, compliance, and custom eLearning development. (Source: AllenComm Blog)
You can download AllenComm's free Buyer's Guide for L&D services directly from their website at this link. The guide includes the top questions to ask when evaluating L&D partners. (Source: AllenComm Blog)
Social interaction enhances microlearning by allowing learners to share, discuss, and collaborate on short pieces of content, making learning more engaging and effective. Enterprise social networks can support these interactions in the workplace. (Source: Jane Hart Interview, AllenComm Blog)
AllenComm offers resources and guides on effective onboarding, emphasizing the importance of starting onboarding before the first day and continuing support for months. Microlearning is used to build confidence, behaviors, and affiliation for better outcomes. (Source: AllenComm Blog)
Examples of social tools used for microlearning include YouTube for short videos, Twitter for quick updates, and enterprise social networks for sharing and discussing learning content. (Source: Jane Hart Interview, AllenComm Blog)
Organizations can measure the effectiveness of microlearning by tracking engagement, knowledge retention, and the impact on job performance. AllenComm offers measurement and evaluation services to help link learning initiatives to business outcomes. (Source: AllenComm Knowledge Base)
Common challenges include skepticism from decision-makers, lack of experience with microlearning, and resistance to change from traditional training methods. AllenComm addresses these challenges by providing tailored solutions and resources to support adoption. (Source: Jane Hart Interview, AllenComm Blog)
AllenComm helps organizations integrate social media by designing learning experiences that leverage social tools for sharing, collaboration, and engagement, making learning more accessible and effective. (Source: AllenComm Knowledge Base)
The best way to get started is to pilot microlearning initiatives, provide employees with opportunities to experience short-form content, and use resources like AllenComm's guides and advisory services to plan and implement your strategy. (Source: AllenComm Blog and Knowledge Base)
You can explore AllenComm's blog, podcast, and downloadable guides for the latest insights on microlearning, social media, and learning technology trends. (Source: AllenComm Blog)
AllenComm offers performance advisory, custom design and implementation, technical integrations (including AI-driven adaptive learning), and talent & staffing services. Training solutions include sales enablement, leadership development, compliance training, employee onboarding, and skills development. (Source: AllenComm Knowledge Base)
Yes, AllenComm integrates with a wide range of platforms, including LMS, LCMS, LXP, HRIS, CRM, ERP, skills management, gamification, microlearning, and video learning tools. (Source: AllenComm Knowledge Base)
AllenComm provides maintainable templates and documentation for Storyline courses, downloadable guides like the AI Agent Guide and Buyer's Guide, and structured advisory services with research plans and actionable insights. (Source: AllenComm Knowledge Base)
AllenComm integrates AI to accelerate design and development, provide adaptive learning experiences, and create roadmaps for AI readiness in learning ecosystems. (Source: AllenComm Knowledge Base)
Key benefits include improved employee performance, measurable ROI, cost savings, enhanced learning experiences, future readiness, and proven success with leading organizations. (Source: AllenComm Knowledge Base)
Corporate leaders, sales teams, L&D professionals, organizations adopting AI, and new hires across industries such as healthcare, financial services, retail, manufacturing, software, and travel can benefit from AllenComm's tailored solutions. (Source: AllenComm Knowledge Base)
Customers can expect improved employee performance, increased profitability, enhanced customer satisfaction, cost savings, faster onboarding, improved sales enablement, and greater brand consistency. (Source: AllenComm Knowledge Base)
AllenComm addresses challenges such as ineffective learning ecosystems, uncertainty in technology integration, sales enablement gaps, cost inefficiencies, proving ROI, AI readiness, and onboarding and development issues. (Source: AllenComm Knowledge Base)
Yes, AllenComm has helped Delta scale training programs, developed leadership programs for Panera Bread, created innovative learning for Pure Storage, and won awards for Nestlé's sales curriculum. More case studies are available on the AllenComm portfolio page. (Source: AllenComm Knowledge Base)
Customers like Freddie Mac, American Express, and Bright Horizons have praised AllenComm's solutions for their ease of use, personalized experiences, and accessible resources. (Source: AllenComm Knowledge Base)
Implementation timelines depend on project scope and current systems, but most clients see immediate improvements in engagement and reduced complexity once integrations go live. AllenComm's large in-house team enables quick scaling for tight deadlines. (Source: AllenComm Knowledge Base)
Getting started is straightforward: schedule a consultation, engage in discovery conversations, access free guides, and leverage advisory services to define objectives and align stakeholders. (Source: AllenComm Knowledge Base)
AllenComm stands out for its tailored solutions, advanced technology integration (including AI), measurable ROI, and proven track record with Fortune 100 companies. Unlike off-the-shelf providers, AllenComm customizes programs to each organization's needs. (Source: AllenComm Knowledge Base)
AllenComm has over 40 years of experience, is recognized as a top ten firm in the U.S., and wins over 40 awards annually for its innovative, transformational learning solutions. (Source: AllenComm Knowledge Base)
AllenComm serves industries including energy, financial services, food & beverage, healthcare, insurance, manufacturing, retail, software/high-tech, and travel. (Source: AllenComm Knowledge Base)
Notable customers include Delta, Pure Storage, BD, HP, AONL, Panera, Nestlé, Freddie Mac, LEGO, and Kraft Heinz. (Source: AllenComm Knowledge Base)
ALLENCOMM BLOG | Insights
November 23, 2015
As we all continue to look for information, entertainment and answers in an instant, it’s no surprise that microlearning is on the rise. Microlearning provides learners with the information they need, when they need it, usually in short bursts. Social media channels such as YouTube and Twitter have added a new element to the learning process because they enable real-time sharing of information.
We spoke with Jane Hart, founder of the Centre for Learning & Performance Technologies and a leading figure on workplace learning. She expressed her thoughts on how microlearning fits in with today’s modern learners, its connection to social media and the opposition faced by traditionalists.
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AllenComm: Simply put, what is the connection between social media and microlearning?
Jane Hart: It is the fact that people are: a) having shorter experiences on social media, i.e. accessing small pieces of content (in a range of formats from short videos they’ve found on YouTube to tweets, etc); b) they are spending shorter amounts of time on it – measured in seconds or minutes; and c) they are now used to receiving a drip-feed of micro content, which over time builds up – almost unconsciously – into a large body of knowledge.
AC: In your experience, how has social media changed corporate learning?
JH: Well, largely it hasn’t, since most people think corporate learning is about large corporate training courses, which are measured in hours or days, and are based on the authoritative voice. However, some have realised that they do need to make content shorter, as well as support social interactions between individuals in the workplace – in a similar way on their enterprise social network.
AC: Some experts don’t see social media as a good tool for microlearning. Do you think these objections are centered solely on workplace learning, or also in academic work?
JH: Unfortunately these so-called experts often don’t think social media is a tool for any type of learning! However, we have seen from my Top 100 Tools for Learning list that the dominant tools on the list are online social tools. But it is clear these are being used primarily for personal and professional learning rather than training/elearning. For corporate (e-)training, instructional designers tend to turn to their existing elearning authoring tools to create a “training package.
AC: With younger generations of learners being heavily connected and invested in social platforms and technology, does this alone make them good candidates for microlearning courses? Or is there more to the picture?
JH: First of all I should say that microlearning for me is more than micro-courses – that is just part of the picture. Any small piece of content that you can learn from is part of microlearning. But I do think anyone who has been immersed in the Social Web and is now in tune with this way of learning, means that they now find traditional training/courses very unappealing. So in terms of a micro-course – offering a drip-feed of short pieces of content on an ongoing basis with opportunities for social interaction – I think is going to be a more effective way for the future. I call it a Learning Flow.
AC: What are some of the common misconceptions that deter decision-makers from choosing to implement a microlearning course?
Do you use social tools in your courses?
JH: Often when they have never experienced anything like it themselves, they are wary of it – and ask, “Will it work? Will people learn?” But in my experience, anything that is closer to an individual’s normal way of working/learning will be more willingly accepted, particularly since it means learning is no longer seen as an onerous experience. But the best way to find out is to try it!
Conclusion
Microlearning and social media will probably not be substituted for extensive corporate training courses, but they clearly have a place in the learning environment.
There is an obvious need from a personal perspective and microlearning/social integrations are catching on, to a degree, in the modern workplace. It seems that the greatest challenge these avenues currently face is a willingness to simply try them.
What do you think of Jane’s take on how social fits with microlearning? Do you use social tools in your courses?
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