As someone in the leadership development space for over 15 years, I’ve seen a big gap emerge between how much employees want (and need) to learn on the job and how much they’re able. I believe the solution to this problem will come from thinking small—at least in leadership development content—to bite-size learning.
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The desire to learn isn’t the problem
One reason I love my work is that I get to fulfill employees’ desires to learn and evolve professionally. In one survey, more than nine of 10 respondents said learning opportunities would motivate them to stay with their employers longer. About the same number believe that learning and development increase engagement. Meanwhile, HR executives say they are feeling the pressure to provide more training
That pressure isn’t just coming from employees, though. Executives are losing sleep over whether their employees have the skills and potential to become their organization’s future leaders.
So if executives believe employees need more development, and employees want to learn more themselves, what’s the problem?
Too little time, too many distractions
First, we’re all squeezed for time these days. More than half of workers say their jobs have gotten more intense and demanding. We already recognize that overstuffed schedules lead to burnout. But they also take a toll on learning and development. Over 40% of employees lack time for training and education. Another study found that employees have an average of 24 minutes to spend learning during an average workweek.
And those minutes probably don’t all come at the same time. We’re only able to spend an average of three minutes on any task before being interrupted or switching to do something else.
While we joke about our goldfish-like attention spans these days, the reality isn’t funny. Typically, we can only pay attention to one screen for 47 seconds at a time.
It’s hard to think about taking even a half-day away from work for leadership development in this kind of work environment.
Teach in the way people learn
When my company was developing New Lens, our own learning platform, we knew we had to design it for busy, distracted users. Our embrace of micro-learning content is part of a larger trend.
“We have to teach in the way people learn,” leading analyst Josh Bersin says. “People want engaging, bite-size learning that is integrated into everyday work. Twenty minutes feels too long in this day and age. Focus on content that is two to seven minutes long.”
Priyanka Mitra of the research firm Everest Group is another advocate for “bite-size” learning: “This less-is-more approach often aligns well with the modern learner, who grapples with shorter attention spans and limited time availability.”
Today’s technology makes it possible for training and development to be available wherever and whenever we can engage with it. Imagine a busy professional who wants to build her leadership skills, but who can’t find room on her calendar for a full-day, offsite development class. However, the same professional has a few minutes between meetings each week she can use to complete lessons on her phone.
When bite-size learning is better
It’s important to note that bite-size development content isn’t just a response to our harried schedules. In some situations, shorter, more accessible material is actually a more effective way to learn.
As you’ve probably experienced yourself, knowledge is easier to retain when you can put it into practice. Let’s imagine two employees, Carmen and Vanessa, who want to get better at leading productive meetings.
Carmen attends a daylong offsite event that’s packed with information. Vanessa uses a learning platform that delivers five- to seven-minute lessons and that she can access from any of her devices. While the offsite event provides useful advice on meetings, the pace of the training makes it hard for Carmen to remember every point. Back on the job, it’s a pain to dig through the materials to find the relevant information when she needs it.
But with the learning platform on her phone, Vanessa can easily access relevant information when she needs it—for example, when she’s creating a meeting agenda—and view the material as many times as she needs to for retention.
“Where bite-size learning excels is that it recreates the ‘spacing’ that learners need because it’s designed to be returned to again and again,” says Ryan Chynces, senior manager of online education at Hootsuite. “(T)he learner’s effort of going back and retrieving that material makes it easier for them to recall it later down the line.”
Longer-format forms of leadership development are not going away. And, as an experienced executive, consultant, and leadership development expert, I don’t want them to. But I’m also excited about the different forms that learning can take today. By embracing bite-size learning alongside traditional methods, we can create a more flexible, accessible, and effective approach that better serves both organizations and employees.
This article was originally published by Neena Newberry in Fast Company.
