At the Learning Technologies Summer Forum 2018, mobile learning, or studying through programmes on portable devices, received plenty of attention. When you consider the amount of time we all spend glued to our phones and tablets, perhaps this does not come as a surprise.
In a landscape where employees are often feeling time poor (only managing an average of 24 minutes per week for learning1), mobile learning offers an ideal platform because of its ease and speed of access. However, training content needs to be adapted to suit the technology.
The ideal content
One form of content, microlearning, is well suited to mobile learning as it can be easily consumed and interacted with on a mobile device. This enables a more agile and responsive experience. What’s more, it satisfies a need for accessible learning when and where users want it — the LinkedIn Learning Report highlighted that 58% of employees prefer to learn at their own pace and 49% prefer to learn at the point of need.1
The increased uptake of mobile learning is driven by familiar behavioural trends. For example, our attention and boredom thresholds are decreasing, alongside our growing expectation of having information that we want available instantaneously.
Microlearning copes with these, allowing learning to be drip fed and continuous, in contrast with static and prescriptive traditional methods. It also suits a variety of educational needs; it can be used to prepare learners in the run-up to a learning event, and it can be used afterwards to reinforce key information. In addition, a new topic could be learned over a flexible period of time, at times convenient for the learner.
There are benefits for the trainer as well. It is easier to keep smaller, more manageable materials up to date than large teaching resources. Moreover, microlearning content can be created quickly, and unlike more substantial e-learning modules, carries a much smaller risk being outdated by the time it is released.
For all these reasons, mobile learning can no longer be an afterthought, and should be a central element to learning programmes. If you feel that mobile learning may be suited to your business, we can help you develop effective microlearning content that:
- Is personalised to ensure content is relevant, useful, pitched at the right level and appeals to the individual’s motivations
- Employs gamification, using awards, rewards and levels to motivate and engage
- Introduces a competitive element, such as a leaderboard
- Notifies users of new relevant content
- LinkedIn Learning Report 2018. Available at: https://learning.linkedin.com/elearning-solutions-guides/workplace-learning-report-2018 Accessed August 2018.