Insights from ATD 2019 Workshops: Microlearning, VILT, and Rapid Change

I only got lost in the convention center twice the first day of this massive ATD 2019 conference, so I consider that a big win, because this place is gigantic. Lucky you … you can get the gist of all the sessions I attended without hiking a mile. Here are some highlights from the first two days:

Effective Microlearning: A Showcase of Examples and Five Tips for How You Can Do It Too!  People have different definitions of what they think microlearning is. A few common examples of when we use microlearning are as prework, follow up/booster learning to reinforce, standalone single modules, and as support to provide in the “moment of need” such as checklists and job aids.  When designing microlearning, it should be specific, focused on performance, brief, engaging, and focused on the learner.  It can also be developed in almost any modality, from a downloadable PDF file to a video to eLearning to whatever works best for the content.  Microlearning is a flexible solution that can fit almost any training, it just may look different depending on the topic.  And it’s also something that most of us do already.

The second session on this topic that I attended focused on the organizational impacts:  Earn Your Seat at the Table with a Microlearning Strategy .  As organizations are doing more with less, jobs are more fluid so we have to be more agile as learning professionals. Millennials put a premium on learning so we have to stay agile and be ready for what comes next. Competition for time is fierce. Learning programs need to align with business goals. The impact of training needs to be measured,  mere completion does not equal measurement of impact. Stakeholders need to be engaged in the conversation (not avoided). Develop a “top track” so you don’t lose sight of your program goals. This is a quick two minutes of why it’s important, a way to promote it, convey its importance in multiple ways, and seed excitement. Learning professionals are usually reacting instead of acting like long-term strategic partners.  How can we level up? By identifying and integrating a microlearning strategy to drive business results. 1 - Real learning takes place in context. 2 - Mixed media reinforces the learning. 3 - Single concept learning improves retention.

Today’s Trends and Digital Learning Experiences: Understanding and Applying Them to Your Next Project.  The goal of digital learning is to create experiences that engage the learners in a world where technology is constantly changing. The topic of agile came up in this session which recommended asking questions, collecting data, testing, and gathering feedback to change it up as you move through the phases multiple times. The day of creating a solution and having it sit on an LMS with a lifespan of two years is gone. How we adapt to that is through content being flexible and modular; having the ability to update content as needed.  He also discussed the power of using scenario-based learning by developing characters, the setting, having the background info for  participants to make choices as they move through training. Think about the possibilities!  Another topic was developing a personal learning network. Being able to collaborate with team members and also learn from others within the industry.  Personalization was discussed as well—learners want to learn the best way for them, because one way does NOT fit all. One suggestion I liked was to use sketching as a tool, even if you can’t draw because it’s where ideas begin. It tells a story of what’s possible. Ask yourself what did you see? Hear? Feel? Learn? Reflect on it and then apply it.  (This presenter went extremely fast and crammed so much information into the session, it was very overwhelming! When I have time to reflect I might have more to say about this material.)

Keeping Pace with Rapid Change via Virtual Classroom Training. This session reinforced that how we run our VILT sessions follows the best practices!  The facilitator took us through the PREP process – Plan, Rehearse, Execution, and Post-session Review – for the virtual classroom session.

• Plan – learn the platform, select team (facilitator, producer, ID, admin), prepare content (ILT is most often the base, but that needs to be tweaked before it can be taught virtually), organize logistics.
• Rehearse – practice in the platform (you want whomever is going to be running the session to know the platform), review content timing & flow. 
• Execute – facilitate session. 
• Post-session review – gather feedback from participants, debrief w/ team, make adjustments to content/ session plan, as needed. 

One participant asked why you need two people to run one session – it's because you want the facilitator to be able to focus on the content so a producer will be troubleshooting and helping participants that are having individual issues, and while that is happening, you want the session to continue as planned for the majority.  She also discussed having questions prepared in advance because some participants won’t be comfortable in the virtual environment. Questions the facilitator can pose as “many learners have asked …”  She also discussed having two facilitators who go back & forth, akin to a morning talk show. We've had success with doing this in our webinars.

As Johanna mentioned over on the Strategy & Projects blog, we are covering the conference both here on the PM College blog and on the PM Solutions side of the house. Enjoy your armchair conference experience and let us know what you think!