The role of microlearning in the age of the attention crisis

Although the internet, social media and smartphones keep us hyperconnected, our attention spans are in crisis.

So much information prevents us from focusing on a single thing, and studies warn that our attention span is no longer than 8 seconds! Add theories such as the forgetting curve, which says we forget 80% of what we learn within 30 days, and it becomes clear why organizations are gradually moving from traditional learning to microlearning.

Microlearning is based on a cognitive framework that considers people's natural attention span. It uses small content modules that a learner can complete in 2 to 5 minutes to achieve a specific learning objective. In other words, it rests on the idea that people acquire new skills in small segments.

This approach is used for both formal and informal learning. It is action-oriented, encouraging learners to learn, act and practice, reducing the likelihood of worsening the attention crisis.

Learning needs to be dynamic

Microlearning is more than dividing a 20-hour training course into small pieces. The broader learning objective must be considered, followed by the tool to use: videos, mobile apps, infographics, games, tests or animations. All must be designed to support knowledge acquisition, application and behavior change.

Perhaps the easiest way to begin is to extract critical learning points from existing content and turn them into small, standalone courses. This provides actionable feedback on what will be useful in the future. Whether your goal is to retrain people, optimize management processes or ensure a higher level of training, microlearning can make a difference.