How Managers Can Make Time for Their Development with Microlearning

Succeeding as a manager today is no small feat. It involves balancing multiple competing demands simultaneously: supporting direct reports while engaging senior leaders, tackling daily responsibilities while managing unprecedented issues, and meeting short-term targets while also thinking long-term. 

Given their overwhelming managerial workload, managers often disregard professional development, perhaps because many still equate development with traditional learning formats like attending a course. However, managers need quick, practical learning sessions, known as microlearning, that can be seamlessly incorporated into their daily workflows.

Leveraging microlearning is an impactful way for managers to build the habit of ongoing development. These modules typically take under ten minutes, yet they carry lasting value and potentially create meaningful cumulative growth.

What is Microlearning?

Microlearning involves short but frequent and targeted learning sessions that typically last a few minutes. The purpose is to break complex information into smaller, digestible segments. This method delivers focused and practical learning in brief, timely intervals throughout the workday, helping managers absorb information without becoming overwhelmed. 

There are various ways managers can apply microlearning. 

• They may use microlearning to reinforce existing knowledge or even support cross-training. 

• It can equip them with specific job-related skills.

• Microlearning may enable managers to gradually gain familiarity with other roles without significantly disrupting their day-to-day responsibilities.

Strategies for Microlearning 

A few strategies that might create room for microlearning are discussed below.

    1. Identifying the desired skills and learning format

Managers may create a list of specific job-related skills or knowledge they wish to acquire through microlearning modules. Conducting a training needs assessment can help uncover specific organizational gaps or priorities. Once the topics are finalized, managers may select suitable formats that best align with the learning content: videos, interactive games, short quizzes, audio snippets, and more. 

    2. Gamifying microlearning

Microlearning may provide greater returns if it’s gamified. Assigning points or including an incentive for completed modules can help—managers may create a leaderboard displaying total points. Employees who contribute microlearning content could also earn points in return.

    3. Setting microlearning timelines

Since microlearning is often self-directed, individuals can fit learning into their schedules as time permits. However, setting clear deadlines can help ensure timely completion and maintain accountability. 

    4. Compounding existing skills

Managers may choose one skill they wish to improve and take targeted actions to create meaningful growth.

• Ensuring consistency: Figuring out how they may apply the skill more regularly in daily tasks or routines to build mastery through repetition.

• Uncovering opportunities: Exploring new contexts or situations where the skill isn’t typically used and where they may expand its applicability and deepen expertise.

• Examining influence: Identifying individuals who may benefit from the skill so managers can amplify its impact through mentoring, collaboration, or demonstration.

    5. Gathering feedback

Managers may seek feedback on their direct reports' management styles. This may help them understand whether their intended leadership style aligns with their team's experience.

As team members share their responses, recurring themes may emerge, giving managers an idea of how their leadership is perceived and where refinements may be necessary. 

    6. Measuring microlearning efforts

At the end of each week, managers may conduct a one-minute review of their weekly microlearning sessions to develop self-awareness and identify areas of improvement.

• Reflecting on tasks, interactions, or moments that may have felt most energizing or fulfilling. This knowledge may provide insight into what truly drives managers (stokes their motivation and engagement) so they may focus more closely on those responsibilities.

• Identifying areas of improvement. Reflecting on challenges, conflicts, or missed opportunities can help managers determine patterns or behaviors that require more intentional focus and incremental improvement.

Conclusion

Given their numerous competing responsibilities, managers often ignore

their career development. Microlearning can sufficiently fulfill managers’ learning and development goals.

The more managers take ownership of their growth, the better equipped they may be to sidestep common career pitfalls that hinder their progress. Further, when team members witness the benefits of investing in personal development, they may feel more inclined to follow suit.