Nicole in the Provincial Instructor Diploma Program

Recently I read an article from Watermark Insights (n.d.) describing “microlearning” as a strategy that delivers education in small, focused units. Traditional training often requires learners to absorb large amounts of information at once or sit through lengthy lectures. Microlearning takes the opposite approach by offering short, targeted learning moment, often through online platforms. For example, an employee might learn a new skill by watching a 10‑minute video during their shift.

This trend is something I will be watching closely in my field. Our current training program can last up to a year, with the first six months involving close work with an assigned trainer. New employees move through numerous guides and resources in their first weeks before applying those concepts in practice. While this structure works, I can see how small, easily accessible videos or documents would support learners more effectively.

There are many policies and procedures that are not used daily and are easily forgotten. When this happens, we often find ourselves searching through long guides to locate the information. If these less frequent scenarios were turned into short learning modules that trainees could access anytime, it would strengthen their confidence and independence. Microlearning could also help trainees take greater ownership of their development by giving them quick, on‑demand tools to refresh their knowledge.

To prepare for this shift, I plan to track common issues that arise during trainee development, especially those that require revisiting earlier materials. Identifying these patterns will help me determine which topics could be transformed into short, targeted learning resources. Over time, this could make our training program more efficient, more engaging, and more aligned with how adults prefer to learn.