They witness
- Matthew Thomasprofessional trainer and co-founder of the Cards platform
- Vincent Caltabellottatrainer, CEO of Yoomonkeez and author of the book Inventing the business of the 21st century (KAWA Editions) and
- John SiegwaltHead of Change Management at Bosch Rexroth
- Jamie Machathead of the national call for tenders unit of CCI France
Micro-learning beyond jargon: definition
It is called micro learning Where fast learning. Often associated with mobile learningit works on the principle of learning nuggets. Don’t throw any more! Beyond the jargon, what is it concretely?
Micro-learning refers to a learning methodology based on ultra-short training sequencesthe famous “learning nuggets”, which refers to training capsules. Lasting between a few seconds and a few minutes — the maximum duration of a session being evaluated at 5 minutes for some, 10 minutes for others — the learning modules can be consulted at any time by the learner. . They are available online through platforms such as Cards, Youmoonkeez, GoodHabitz, EduMe or Spartad.
Matthew Thomas
According to Matthieu Thomas, professional trainer and co-founder of the Cards platform, micro-learning provides a solution to three classic training problems :
- memorization
- saturation
- boredom
“Learners memorize on average 10 to 15% of the information disseminated during a training session. Moreover, there is a phenomenon infobesity which affects employee performance. Third point: the disengagement learners on traditional e-learning solutions, which are too tedious”. details this pioneer of EdTech (the ecosystem dedicated to new education technologies).
Micro-learning platforms, thanks to their shorter and more digestible formats, neutralize these negative effects.
First strong point of micro-learning: an ATAWADAC tool
In companies, micro-learning is gaining ground because it sticks to a time when immediacy is becoming the norm.
“There are plenty of tools for training, but none for training every day and when the need arises. It is from this observation made by a HRD that I decided to imagine a specific pedagogy, and a tool to carry it.
Vincent Caltabellotta, trainer, author of the book “Inventons l’entreprise du XXIe siècle” (Edition Kawa) and CEO of the micro-learning platform, Yoomonkeez.
On this platform as on the others, the concise duration of modules and permanent access content is highly appreciated by learners, trainers and companies. This is the strength of micro-learning: learners have a precise answer on a specific subject when they need it. They can consult the content at any time, on any medium, or even several times if necessary. Assets summarized by the English acronym ATAWADAC :
- AT for Anytime
- AW for Anywhere
- AD for Any Device (any medium)
- AC for Any Content
On the learner side, the provision of online modules offers a agility, flexibility and freedom particularly appreciated. Whether he opts for a 5-minute session per day or for three sessions every three days, the learner can thus adjust his learning pace according to his constraints. The playful dimension also promotes better involvement over time, guaranteeing learners constant and regular progress. Vincent Caltabellotta cites the example of his client Adeo, who obtained a engagement rate 84% during non-compulsory training offered to 200 of its managers.
Second strong point of micro-learning: the memory anchoring of knowledge
“By defining the frequency of sessions (generally daily) and controlling the distribution, the objective is to optimize the anchoring of knowledge. This avoids, for example, that a person connects the sequences without doing the exercises, which can be the pitfall of learning in micro-learning. Yoomonkeez works on the principle of sending messages to the learner, explains Vincent Caltabellotta. Thus, it is not the learner who must come to the platform, but the platform that comes to the learner. »
Third strong point of micro-learning: the learner can become a trainer
Often based on pedagogical engineering methodologies, micro-learning solutions are strongly focused on the user experience. Cards micro-learning thus offers a platform that allows any employee of the company to share their knowledge. “We have developed a technical base that puts the‘pedagogical engineering within the reach of the greatest number, explains Matthew Thomas. The ease of use of the interface promotes a simple and fast handling; which makes it possible to optimize the productivity of the collaborator, whether he is a trainer or a learner. »
Micro-learning: fad or fundamental trend?
Simpler, faster and more economical to implement, however, micro-learning does not replace traditional training methods. It constitutes a complementary learning solution that is part of a global training strategy, to be activated according to the targets, contexts and learning subjects.
“The companies that consult us are already acculturated to micro-learning, notes Matthieu Thomas. They understand that they can use the solution to address employees in the field, or to transmit structuring information to an employee who is about to join the company. »
For Vincent Caltabellotta, companies that use micro-learning understand that ” the mix of formats constitutes a real lever for the acquisition of skills. Companies today seek to develop skills on a daily basis. They are therefore looking for multimodal solutions, because face-to-face training is expensive, represents significant organizational constraints, and is not always essential in this form. »
Examples: micro-learning users testify
Micro-learning in industry
At Bosch Rexroth (specialist in advanced technologies for industries), Jean Siegwalt uses a micro-learning solution to support the transformation of his company towards theelectronicization of its products.
“In my opinion, micro-learning works if it is combined with face-to-face training. Today we use micro-learning to fTeaser face-to-face training sessions coming. And also for summarize these sessions a posteriori. We make the modules available to the whole company (300 people), but our main users remain those who have received the face-to-face training”, explains the change management manager at Bosch Rexroth.
Micro-learning in services
Jamie Machat
The new needs of companies in terms of vocational training? Jamie Machat is at the forefront of detecting them. The first time she offered micro-learning, “It was in the context of two calls for tenders, one from Pôle emploi, and the other from Opco. There was then a need for short capsules on coaching and management, » remembers the head of the national call for tenders unit within the network of chambers of commerce and industry (CCI France).
With successive confinements, micro-learning has taken off. It is now systematically integrated into the training courses offered by the network of French CCIs. “I think this method will be used more and more, not only because of the rise of telework, but also because it is a fun and easily accessible solution that erases the constraints of training”concludes Jamie Machat.
Let’s continue the exchange of experiences!
Our journalists contact companies to illustrate their articles. This is the case in this survey on micro-learning, enriched with 4 testimonials. Do you also use micro-learning solutions for yourselves or your teams? Do not hesitate to testify in the forum below or to send us your testimony on info@cadremploi.fr . What does micro-learning allow you to do specifically? Thanks for your sharing.