There are a number of types of learning which may be deployed within adult online learning for professional development. The first we shall consider is microlearning.
Microlearning is a method of learning where content is delivered in short, focused segments—typically just a few minutes long—each targeting a specific learning objective, skill, or piece of knowledge. Instead of lengthy courses or training sessions, microlearning breaks topics into “bite-sized” modules.
Microlearning segments are:
- Short in duration: Modules usually last 2–10 minutes;
- Designed with a single objective: Each microlearning unit focuses on one clearly defined skill or concept;
- Varied in format: Content can be videos, quizzes, infographics, podcasts, animations, or short readings;
- On-demand and flexible: Learners can fit microlearning into their schedules and access it whenever and wherever they need it—often via mobile devices;
- Able to be personalised and targeted: Microlearning allows for adaptation to individual learning needs and preferences;
- Easy to update and maintain: Short modules can be quickly updated as knowledge or requirements change; and
- Designed to promote retention: The concise focus and ability to repeat modules helps reinforce memory and application.
In the context of adult online learning programmes for professional development, they are typically used for reinforcing a key concept or asking a learner to pause and reflect.
Hanshaw and Hanson (2018) investigated the use of mobile microlearning, supported with social learning strategies, and its perceived usefulness as a delivery mode for professional development for managers and leaders in the aerospace industry (n=15) and healthcare professions (n=20).
Six themes emerged from their study:
- Flexible delivery saves time
- Leader stays on the job during professional development
- Builds team cohesiveness
- Allows for personalised delivery and recognition of individual needs of followers
- Provides team members with a voice in their leader’s professional development
- Absence of stated concerns over the use of technology
The study found that both leaders and their teams were interested and ready to use microlearning (ML) for professional development. Team members reported that microlearning, when combined with social learning approaches, was effective for building stronger teams and fostering collaboration. It also allowed leaders to be more present and engaged with their teams on the job. Microlearning offered flexibility and convenience in how and when training was delivered, and encouraged individuals to take responsibility for their own learning by letting them choose activities that suited their needs. Additionally, this approach gave leaders better insight into their team members’ needs and made it easier to provide tailored development opportunities.
Further Reading
Hanshaw, G., & Hanson, J. (2018). A mixed methods study of leaders’ perceptions of microlearning for professional development on the job. International Journal of Learning and Development, 8(3), 1-21.