Learning principles of Microtraining
Microtraining is based on three principles:
1. Support informal learning |
2. Focus on the participants |
3. Encourage active learning |
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Fits into every workdayBecause Microtraining sessions only take 15 minutes, they are easy to fit into the daily working rhythm. They can be fitted into the work schedule as needed and without a great deal of interruption. Short sessions: Ad hoc or as a series of sessionsThe short sessions can be organized both on an ad hoc basis and as a series of sessions. Because the next Microtraining sessions will also focus on the same subject, the participants will retain the resulting knowledge. The effectiveness of formal learningThe main part of the training budget is spent on formal learning: classroom meetings to discuss predetermined subjects, led by a trainer or instructor. This type of training provides participants only twenty percent of the knowledge they need to do their job. Most learning is informalMost learning is done informally, for instance by talking to colleagues, looking for information on the Internet or manuals, new insight into solving problems or feedback from customers and suppliers. Microtraining puts subjects on the agendaMicrotraining offers people a platform to share their knowledge and ideas. Bringing together knowledge and experience allows participants to learn from each other. Because of Microtraining, subjects will also be discussed outside of the session. |
Specific questions from participantsMicrotraining uses specific questions from participants, which are usually connected directly to developments within their own organization. As a result, the commitment among the participants is higher. Influence on the content of the sessionsThe participants have an influence on the choice of subject matter and offer suggestions with regard to the structure of the sessions. They can also organize sessions themselves. Their knowledge and expertise is valued, which makes them feel appreciated. Translation to their own working environmentNew subjects that are not suggested by the participants but that are put forward by the organization are also translated to their working environment. It is important that the things that are discussed can be applied immediately in practise. Microtraining is not only about knowledge transfer, but also about applying knowledge. |
Increased knowledge retentionMicrotraining is based on didactic principles for the encouragement of active learning, which increases people’s knowledge retention and absorption capacity. By adopting an active approach, Microtraining appeals to various learning styles. People learn the most by working together and talking to each other about a problem that needs to be solved. Sharing knowledge is often one way trafficIn many organizations, knowledge-sharing is often one way traffic; the CEO addresses the employees once a month or an instruction video is shown. Because the information often has little to do with the employees’ working environment, their attention span is limited. An active approachBy changing the activities, Microtraining ensure that people’s attention is captured longer. The active approach provides people with a foundation. The use of visual material creates recognition. By encouraging participants to ask questions, it becomes clear what knowledge the various participants possess. A practical example provides a connection to their own working environment, for instance by simulating their own situation in a short role play. Reflection, correction and recordingReflection, correction and recording the things that have been learned are part of the structure of the Microtraining session:
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