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MICROTRAINING: THE BEGINNING OF A NEW ERA? Just as schools are adopting a student-centered approach to teaching, so are corporates ensuring learning and development (L&D) is implemented in a way that helps people become more skilled in the future of work. The core of this shift from traditional to modern L&D learning is in understanding what the individual needs to flourish in their workplace. Rather than an umbrella course that teaches every individual the same skill–a skill that may not be important in their daily work routine, or may not be utilized to its full potentialthe 21st-century L&D demands capabilities become the focus. By helping workers understand the skills they need to perform, corporate trainers can develop and deliver training that guarantees long-term benefits rather than being reliant on a set learning model.
By zeroing in on capabilities and not simply skills, the gap between hypothetical and practical knowledge is covered, which means workers can recognize what capability they need to apply, when to apply it and how to apply it in a specific scenario. Learning this way also allows the training to be delivered in smaller sessions, which allows employees to develop the required skills and get back to their tasks sooner. This wipes out the time squandered in a whole meeting to develop a particular where many of the elements of that skill are not relevant to the learner’s job. When we think about corporate training & development in the conventional sense, we understand it as ‘meeting based’ learning that involved an employee taking a particular course – either during work hours or outside of their work hours. While this more compartmentalized L&D method has its benefits, we’re also seeing the undeniable advantages of microtraining.
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