 Okay, let's start off. So I'm David. I'll be taking you for this webinar and welcome to the Deep Brown Consulting Talent Development webinar. Our topic for today is or for topic for the month is micro learning. So micro learning is our topic for the month. And so we're going to be talking about that. So micro learning we're saying is a modern learners performance support tool. So that's micro learning. And that's what we're going to be talking about. And you guys can please feel free to type into the chat. And let's discuss on the chat and everything so that we can interact. I like this to be as interactive as possible. All right. So let's move on. So a little bit about us. We Deep Brown Consulting. We do training, consulting and payroll training as our core service which you offer to we say where the analyst hub. So anything analysts need financial modeling, anything an analyst needs a data analyst, a financial analyst, a reporting analyst, a sales analyst, a HR analyst, every single role has some analysis task or the other. There's no role that doesn't have an analysis task. So that we concentrate on that analysis task and show you how best to do the analysis and reporting. So that's what we do. Consulting we also do that analysis and we build solutions, reporting solutions for clients for payroll. We have an online payroll platform that guarantees confidentiality. I'm sure you know about the bickering. Some people will be talking about someone else's pay that they saw. I mean that can never happen with our application because we eliminate the leakages which we know exist in most organizations. So that's what we do. All right. So here let me just move on. We have affiliations with three major organizations, Financial Modeling Institute where there is a Canadian based worldwide institution for financial modeling which they have three certifications. Level one is advanced financial modeler, level two is chartered financial modeler and level three is master financial modeler. I think it's one of the most important certifications or newer certifications out there. It really proves to you if you are recruiting and you want to be sure that you're recruiting a finance person that's up to speed and knows his onions, he needs to be able to build models and use models to explain certain things in the business and advise management. And to prove you build models, it's very difficult to know someone that really builds a model. You say CV and say yes, I'm a modular but if you have the advanced financial modeler certification, you definitely know how to build models because you'll be building a model in the exam. So that's a very key certification we'd like to promote and the nice thing is the exams are now available in Nigeria. So that's a very cool positive so people can write the exam now in Nigeria. So that's cool. All right. And then Microsoft, we are also partners to Microsoft and then we also partners to ATD or we have members that are members of Association for Talented Development. Great. So what is our courses? We have courses as I said, analyst courses, financial modeling, business intelligence, Excel for business, Office 365 and financial modeling and the rest. So I want to just quickly jump to our topic for today. Here we're going to look through a disc, we're basically going to describe the typical characteristics of any microfinance course, identify the three major reasons why learners are disengaged and we recall the four reasons why the modern worker needs microlearning and then we talk about applying a six step approach to instructional design for microlearning. So this is what we're going to cover quite a bit, quite a lot and I would like you guys to engage, be very, type various questions out, anything you want to know, let's know, type it out so that we can all work together or at least learn together, so to say. All right. So any questions? Let me wait for any questions. Now, if you want to speak, you can always just type in the chat and then there's a button where you request like a hand tool. Once you click on that hand tool, it means you want to talk just like in a classroom, right? Put your hands up and then we could talk. All right. So talk at any time. Great. So let's move on. Let's see if we can reduce this. Okay, great. Sorry, just some technical, some small technical stuff I was doing. So what is microlearning? Let me ask you guys a question. What do you think microlearning is? Let me see if we can ask you a question. Do you currently do microlearning? So how many of us currently develop microlearning courses? Let me just ask that. How many of us develop microlearning? So you have a poll right there on your screen. So can you just click and answer how many of us develop microlearning courses? Oh, this is a very experienced group. 50-50. Call a friend. 50-50. Okay. So 50-50. 50% of us, yes, 50% of us say no. All right. So 50-50. Oh, that's good. That's good enough. That means we'll be able to have some good discussions then. So all right, let's get back to the slides. Let me get back to the chat. See how the chat is going. So right, I have this quote from Winston Churchill. He says, I'm always ready to learn although I do not always like being taught. So that's a modern learner, right? Always ready to learn but they don't really like being taught. Microlearning, simple definition is microlearning is learning in small steps. It's basically bite-sized learning. So you're learning in bite sizes in chunks. That's how you're learning chunks. So learning is short-term, digestible and easy, easily manageable. And that is really how human beings learn. So if you think about it when you're at work and you want to quickly find a solution to one very small problem you have when maybe you're working on Word or working somewhere, you go online and where's the place you go to? Most of us go to YouTube. YouTube is one of the most important microlearning sites out there. There are probably 1.2 billion people in the world that use YouTube and it has so many videos. But the key thing about YouTube is it is not what we call curated content. So it's not contents that someone has sat down to kind of bring all the correct or someone verified that is correct. I'm sure you've heard a lot about fake news, fake news. So curated content is different from YouTube. YouTube content is excellent. I mean, and if you find an excellent channel or recommend ours, for example, you see content that is already curated and free. So we're going to look through and understand how we take this microlearning thing and make it practical for our businesses. So why do we need microlearning? Yeah, why do we need microlearning? As you see, I've done a technique here where you're basically reading it as it's coming out one at a time. A critical analysis of your client, the modern learner will give you the answer to why we need microlearning. So who is the modern learner? Who is that person that I'm calling the modern learner? Who is he? So let's have a look at who the modern learner is. I'm showing you now a slide of the modern learner. Now this was the source of this is by Deloitte. I think Deloitte kind of put this together. And this gives you an idea of who the modern learner is. So this modern learner, there's so much going on in this slide, for example, this is, I mean, when you look at it, you see too many things happening at the same time. But I'm going to use this slide to do the most of the talk, most of the talk around microlearning, right? So I'm going to use this slide. So let me make you focus on one thing first. So you're focusing on the 1% in the middle. 1% of typical work week, right? Is all that employees have to focus on training and development, just 1%. So that's the only time that they have to really focus on learning. I don't know if that sounds strange. Does that sound strange to you? Can I see people commenting on any comments? No, I'm typing in the comments. Comments are too quiet. Yeah, what do you think? How much time, how much of your time do you spend? Well, how much of a time do you have not even spend to focus on training and development? What percentage of your own time currently? Just type, type in the chat, type in the chat, what percentage of your time is spent on talent development? I know, well, in the office, I know personally, I spend a whole lot of time developing myself. But you tell me how much of your own time is spent on talent development. Have a very quiet audience. Okay, let me focus on something else again in this, the modern learner infographic by Bersin, I mean by Deloitte. So I'll focus on the other parts of the top right there called on tethering or on tethered. So on tethered, what do we mean by on tethered? That the modern learner is on tethered. So the modern learner is on tethered. Here we have some statistics that is 7% of the global workforce is expected to be mobile. Now this data was done quite a while ago in 2015, but they expected to be mobile by 2015. Now I think that in Nigeria, especially in Africa, most people are already mobile. I mean, Nigeria has one of the highest internet penetrations in the world, internet penetration in the world is amazing. And 90% of the people use their mobile phones to go online 90%. So even in Nigeria is mostly mobile, people are more mobile. Yeah, 30% of time employees do most of their work somewhere other than the employer location or 30% of the time people are doing work somewhere else, not really the employee employer's location. Now that means they're on tethered, they're not connected to the office, they're on tethered from the office, right? I think that percentage is going to grow. So many people are working from home now. And the technology, okay, right now I'm training or doing a training using an online platform and anybody could be anywhere in the world. I could be doing this for 1000 people all over the world. And it's the same thing. I don't need to be there physically to train in a classroom. Right. So and then also the next one there is 20%. What's 20% mean? 20% of workforce comprised of temps, contractors and freelancers. So this is the today reality of the modern learner. Yeah, with all what happens with all of this that I'm going to share, all these things kind of lead to the only training that will be effective for this modern learner is micro learning. That's where we're heading. So let me take another focus. Let's look at the on demand side. What do we mean by on demand? Right. So have a look at this visual. I'll just give you a few seconds to have a look at it. So is this true of you that employees are assessing information and learning different differently than just a few years ago? Everything is quite different than what they used to learn a few years ago. Yeah. Is that true or false for you? I think it's true for me. And I'm going to type into the chat to encourage you guys to chat. I think it's on demand. I need things quick. I need things done. I need things now. On demand, on demand. I mean our phones, we are on our phones every single day. I sent a tweet just the other day. I said, how many of us are addicted? I said, are you addicted? So my Twitter handle is a D Brown analyst. I said most of us are addicts and we don't know it because when you wake up in the morning, let's assume you're married or you have your significant other, you wake up in the morning. Is the first thing you do saying hello to your significant other or the first thing you do is take your phone and look at your phone. Can you answer in the chat? The first thing you do is look at your phone or you say hello to your significant other. Well, I probably take my phone, which is really bad. So what just that tells you is that you're addicted to your phone and your phone is almost like a drug. So your phone is almost like a drug because you need things on demand. You need to know what's happening every single time. You leave office, you haven't left office, you're still on your phone. So it's an addiction, but that is the modern learner. It seems the phone attention spans are very low. People are increasingly turning to their smartphones every single time. So that's what we're saying here and it's true. It's nearly true all over the world, not just the US or everywhere. Another key aspect of the modern learner is collaboration. So what do we mean here? There's some few statistics here. I'd like you to have a look at this. All of this statistics tied to the fact that the modern learner is very different from who he used to be quite a while ago and because the modern learner is different, we need to change the way we train them. L and D needs to change. Learning and development needs to change to accommodate for the modern learner and even millennials. Millennials are the real modern learner and I'll advise you go online and look for a video by Simon Sinek about how he explains the millennials and how millennials in the workforce should be treated and how millennials in the workforce or millennials find it so difficult adjusting to the workforce. It's quite an interesting and insightful discussion. So here we're seeing collaboration. 80% of workforce learning happens where on-the-job interactions with peers, teammates, and managers. So 80% is really on the job. So you can imagine on the job you're asking on the job, you always ask questions to the person to your left or the person to your right. Please can you help me with this? Can you help me with that? Now, if you had a training system where the can you help me with this is actually one two-minute video, you easy to access, you go to your portal or in your office, type in the question, you easily access that template or that process and you're done and you just move on with your work. That is micro learning and that is so, so important to improve people's performance in the office. So you have that collaborative spirit and most of us obviously have Facebook accounts and all the social media. Now, the last part there is empowered. So how can you empower your workforce? So do they have opportunities to learn? Do they can they choose their own course or does the management say, hey, this is what you're learning and that's it? How empowered are they? The modern worker wants to be empowered, needs to be empowered. Yeah, here they say 62% of IT professionals who report having paid for their own training, 62%. So IT professionals don't get enough training in their office. They pay for their own training and they come back to the office and use it. So that's a big staggering statistic. So what about you? How much training do you pay for? I know quite a couple of people that have come to us for one of our courses and said they actually paid themselves. They asked their employer for vacation to come and do a training and that training was going to affect their work. That training was going to help them in their work. So the employer should have at least said, okay, do you know what, go for this training is good, you're paying for yourself, but we'll give you those vacation days. So you don't use your vacation days for training that you need to do your work properly. So things are changing and the modern learner and the modern L&D professional needs to know how to improve performance based on using these tools and these ideas in micro learning. The modern learner is constantly distracted. Currently, right now, I'm probably sure that you have various tabs open and stuff and you're looking at different tabs at different times and you're distracted, but that's what the modern learner is usually constantly distracted. And that's one of the aspects to distraction is another key trait of the modern learner. Yeah, let me blow this up for you. So number of times online every day. You have five days, what does that mean? So these are the number of times you're on the internet every day. So it's like prior to this, I mean they were on the internet like five times every day and then now it's 27 times every day. Maybe you check things, it sounds so ridiculous, but if you think about it, it's true. True but as hard and true, right? So anyway, that's it. Early days of the internet five days. So you think about your kids or the millennials, they probably are on the internet 90 times a day. Every single time you check your phone, you're on the internet. Check your phone, you're on the internet. So it's addictive, but it's something that you need to think about. Another thing about distraction, knowledge workers are constantly distracted by millions of website apps and video clips. Distraction, always distracted. Another distraction statistic, five minutes. What are we saying here? Five workers now get interrupted as frequently as every five minutes. Now, the issue is this, if you want to focus and do some work in your office, you need a chunk of time, at least like 20 minutes of solid focus for you to do proper work. But if you keep getting distracted every five minutes, then you end up doing absolutely nothing or very, very little work. So the effective work you're probably doing a day, instead of eight hour day, you do effective work for like what? Two hours if you're lucky and that's why people stay late in the office because then there are less distractions in the evening and then you're able to do more work. So sometimes people come very early to work, maybe six o'clock, do a big chunk of their work very early. And then when people come in, start distracting, hey, how are you doing? This is that. So work culture, the office environment needs to also, there's so much distraction going on. And that's just unfortunately what the modern worker has to scale through. Another distraction story is nine. What do we mean? What number nine? What do we mean there? People unlock their smartphones up to nine times every hour. Now, be honest, during this small time of this webinar, how many times have we checked your smartphone? Be honest and type in the chat. How many times? Honestly, even me that's actually doing the webinar itself, I think I've checked my phone like three times already. I've done, I've done, I've checked my phone like three times. That's, that's really bad. For how many times have you checked your phone while doing this webinar? Oh, it's only Clarissa has been honest here. Nobody else wants to out themselves. Okay. So you are probably even more distracted. Should I assume that? No? Okay. Okay. All right. So that's distraction. The modern learner is constantly overwhelmed, constantly overwhelmed. That's another trait of the modern learner. Another number that comes there is 41. What do we mean here? Constantly overwhelmed. Yeah. 41% of time workers spend on, for 1% of times, workers spend on things that are, that offer little personal satisfaction and do not help them get work done. Interesting. 41%. But that's, that's sad. I hope not. I don't spend up to that, but this is the average really, this is based on real statistics. Right? 41% of time workers spend on things that often, that offer little personal satisfaction and do not help them get their work done. So this is part of the distraction. So as I said, that five-minute distraction, every five minutes you get distracted. So we're saying 45, 41% of your day is really wasted because of distractions. Another statistic about being overwhelmed is two-thirds of knowledge workers actually complain that they don't have time to do their jobs. Obviously, with all those other statistics, it's true. Two-thirds of them, they just don't have time to do their jobs. So focus on, it takes a lot of discipline though, but overwhelmed by all sorts. Another key attribute of the modern learner is impatience. Modern learner is pretty impatient. And so a few statistics come to mind from this infographic. So if you want to grab somebody's attention in your website or stuff like that, you only have unfortunately five seconds to do it. So you have, or let's say, between five to 10 seconds. If you don't grab their attention, they basically go somewhere else. So you go to a website, you don't see something interesting, you move to the next website. So you have very short attention span and you need to grab people's attention with very interesting-looking visuals. So for example, the visuals I'm showing here, the reason I'm grabbing your attention to the center, because you can see that the background has been faded out and I want to grab your attention so I put something right there in the center. You need to put all sorts of different techniques, best practice techniques for you to be able to show your visuals, especially when you're using slides properly and effectively. So another key statistic of impatience is four minutes. What are we saying here? Most learners won't watch video longer than that. This is statistically proven. In fact, when YouTube do the analysis for what videos are going to be top rated, they have certain algorithms they use and they know on average how much time people spend on the video. And if people don't spend a certain percentage of time on your video, it will not be counted as watched. It will not be counted as you know how you see how many people view your video. It will be counted by Google. So four minutes, that's the attention span. So if that's the attention span, four minutes, just take note of that. Before we go through the next section, which is six steps to design a micro learning, I'm going to play a very short video for you. So a very short video that explains micro learning, just a one minute video. So I want you to watch this and we're going to have a small discussion after you watch the video. So let's play just quickly. That's coming up on your screen in a few seconds. When it comes to learning at work, we all want to be great at what we do. But becoming a top performer isn't something that happens all at once. Real improvement is only possible a little bit at a time. That's why micro learning is the most effective approach to workplace training. Micro learning provides short bursts of information that can be applied right away, helping people build the skills they need to be successful at their jobs. Think of these bite-sized pieces of learning like sentences. Each conveys just one complete thought. But when you put a few of them together, you build a more complex idea. Each micro learning moment is made up of a digestible morsel of information combined with a short practice exercise. It's hyper specific, so you can get the right help right when you need it. Like when composing an email, working with new spreadsheet software or practicing a big speech. Bit by bit, these micro learning moments add up to better job performance today and continual improvement going forward. Micro learning isn't just breaking up content into smaller pieces. It's a way to make learning digestible and effective, transforming not just what you know, but what you actually do every day. Great, so that's micro learning. We're back. What did you gain from that? What did you understand about what micro learning really is? Hello? Yeah, so I'd like us to type that in the chat. What did you gain? What's the main thing you gain from that? And what do you now understand? Or do you understand micro learning a little bit more? Just type something in the chat. Maybe you type this before you put your smartphone away, but it distracts you a lot. You need to switch off your phone sometimes. You just need to switch it off. You don't need to answer everybody all the time. Just switch it off. But it's addictive. It's what is a dopamine charge. You get dopamine. Dopamine is like a drug. Really, when you make you happy, you see a text message, you see a response to something you've posted. It's dopamine. That's what it is. So micro learning, let me show you one or two things. When you want to use micro learning, there are certain steps. So we've created an e-learning platform, for example. And one of our rules in our e-learning platform is that no video should be more than five minutes. But really, we just use that as a rule, a general rule. So as much as possible, we never allow video in our e-learning platform to be more than five minutes. So all our courses and everything, you watch five minutes and the five minutes gives you an entire, it gives you, teaches you an entire concept from beginning to end. So you can watch that five minutes and you're okay, you've learned something. You don't need to continue watching, although you'll be encouraged to continue watching to kind of learn more. But it can stand on its own, that tiny five minute chunk. So my question to you is this, how many minutes do you consider as micro learning? How many minutes, let's assume it's video, right? How many minutes of content or video would you consider it to be micro learning? So let me, let me send you, give you a poll. Let's see. I'll ask you that question right now. So can you answer that question on the poll and let's discuss. Okay, great. I can see that people have finished voting four to six minutes since they're born, right? Four to six minutes. One, two, three minutes, 25% of us think, six, six to 10 minutes, another 25%. And then four to six, 50%. I think I agree, 46%. But then you have to think about this. If you know TED Talks, TED Talks are 18 minutes. If you check all your TED Talks, the most on average, they should be 18 minutes TED Talks. So TED Talks, how many of you listen to TED Talks? I'm sure quite a lot of us here do, right? Let me just end this poll. And TED Talks is one, there's something else, one other presentation format called Pechakcha. Let me type that down for you. In fact, in our office, we've started doing Pechakcha weeks. Every, every Thursday in our office, we have someone that's presenting on Pechakcha. I don't know who presented today or is in the office now. So interesting. So concept, you learned something and you want to present on something, you need to present 20 slides in 20 seconds each slide, 2020. So 20 slides, 20 seconds each slide. And the slides should automatically be rolling. You shouldn't click. You should put the slides on auto-run. So your slides are running regardless of you. So every 20 seconds, next slide, 20 seconds, next slide, 20 seconds, next slide. So you are forced to know your content in detail. And you are forced to reduce it into 20 seconds with one concept. So what advice to do really is each slide just talks about one thing. And because each slide talks about one thing, you should remove text. You shouldn't put text all over your slide. You should just put a picture with maybe very, very, very, very, very minimal text. And that picture basically depicts what it is you're saying. So when you're presenting, the slide is behind you with a picture and everybody's listening to you or watching you talk about that concept. So I think it's a wonderful way of presenting. It really is a really wonderful way of presenting. So let's look through and let's say the six steps to design a micro learning course. Let me go through what I think are the six steps to design a micro learning course. So step one is you need to determine your learning objectives. That's step one. So six steps to designing, you need to determine what it is your learning objectives. What are your learning objectives? This is so critical. So when you're designing a course, you ask yourself, okay, my learning objective is, let's think I'm designing a financial modeling course. My learning objective is to produce or at the end of this course, how do you write your learning objectives? At the end of this course, you should be able to, and then you now write your learning objectives under that. So you should be able to document the process for employing a new staff. Something like that, maybe for HR. Or you should be able to walk through the steps for putting on, I don't know, the generator. So the key thing there is an action word. Your learning objectives have to have something that you can measure. It has to be measurable. It has to be smart, right? So it has to be measurable. And because once your learning objective is measurable, then you'll be able to actually calculate and see did this learning happen at the end of the day? Did the learning happen or not? And if you can calculate or see or confirm whether the learning happened or not, because you've written very clear learning objectives, then you can calculate return on investment. Then you can calculate impact. How impactful has this learning been? So determining your learning objectives is very key if you want to design micro learning course. The second important step is to choose an appropriate design method. So choose an appropriate design method. In choosing an appropriate design method, let me show you how we do our courses online. Maybe I'll use that as a sample. So let me just put that up for you now. Just change this up. So here I was saying choose. I said choose an appropriate, the step was choose an appropriate design method. So if we come to one of our online courses, let's just go to one of our online courses. So this is our online e-learning platform. And the methodology we've used for the e-learning platform is micro learning. And micro learning using the video, video as our design media. So our design method is video. And if you look at it, let's pick a course like this one is Learn Excel Essentials for Reporting for Free. This is a free course. In fact, if you guys are interested in this, let me just give you the link on the chat so you can actually get these free courses. We have some free courses there for you to enjoy. So I'm going to click on this course and I'll show you how we went through that process of designing it. So we started off by writing a learning objectives, right, which was the first step. Then in choosing the appropriate design method, so we thought, okay, video is really what we're going to use. We're going to use video, but then we're going to use five, five minute bursts. So our videos are going to be in five minute bursts. So here is like the instructional design. Welcome to the course and stuff like that. Each of these videos, let me say how Excel works, for example, let me go there. I don't know if it's going to open up. Let's see. I hope I've logged in properly. Just want to show you. Okay. So if I play this, I don't know if you can hear it, but that's another point. So you can see here, you have designed this content, designed this course. You have each video, everything, everything is in chunks. Now the media is not only a video. This is video, right? This is a video, you watch the video. You also can download. So click on this is actual download for you to practice. So you click on this to practice what it is you want to learn. And then here, this one here to the left here is text. So this is just simple text, just simple text that someone can read. So there are three media as text. There's some downloads of some material or pre-work you need to do. And then there's a video. And then of course, there's also a quiz. So you have a quiz. This is also all the design, choosing the appropriate design methods. So apart from the videos, we also have a discuss forum to look at this discuss forum. Okay. Someone has asked a question here. He can see that the discuss forum for the learner, the learner also wants to be able to ask questions very quickly, ask quick questions and requires quick answers, isn't it? So that's your discussion. But here, this person is saying, I'm unable to view the last two videos, how Excel works, the managing dates, blah, blah, blah. And then you can see the response by the trainer. See the response by the trainer. So people can discuss directly instantly. You know, one of those things is people are distracted, they need information immediately. So all of that should be in one platform. You'll be able to discuss with the trainer in the same platform, able to watch the videos, able to download the materials, you're able to do a quiz. Quiz again is important. So you can see a quiz here. Complete this statement. If it is not in Dash, it is not Excel. Let me click that. Did I get that? Let's see next. Let's check whether I got it. Okay. One is correct. One is incorrect. Yeah. So you can see that's it. And then at the end of the day, this platform, you can now give somebody and say, okay, if you finish everything, you get a certificate or something like that. So when you design that was step two, choose an appropriate design method, because the design method will inform the other steps. So let's quickly get, let's get back to our steps. So I'm just shifting to back to our slides. All right. So what's our next step? So our next step is to conduct a content audit. Conduct a content audit. So why do you need to conduct a content audit? You need to understand what content needs to be removed. You don't, you don't see everything, because you are the subject matter expert most of the time. And that's it. That's actually a negative to be a subject matter expert and a facilitator. The issue is you have so much in your head. You have so much you want to give, and you start giving everything. You start giving everybody all the information that they don't really need everything. They just need a little. So being a subject matter expert is, is a, is a, is a limiter sometimes. You have to pretend you're not and then ask yourself, what exactly does the learner need? What is that simple information the learner needs, not what I want to give this learner. It just, he needs to learn offset. He needs to learn this. He needs to learn that. Not really. He just needs to learn what he needs for that particular task at hand. So you need to conduct a content audit and remove the content audits to remove the removal audit to remove a lot of content that you really, the learner doesn't need. That's step three. Step four is to think in terms of working memory. People have very limited working memory. The thing is you have a thing. You have this instance thing meant when it comes to memory, there's some things that you know are only in a flash. Yeah. It's more like automated memory. Really. You know it in a flash. And then there's some things that takes a while for you to gather and understand. And then there are some things that go back into how I call it, storage goes to the, the backend of your memory that you can always call back. You permanently know it. You permanently know how to ride a bicycle. I mean, give you a bicycle now, even though you haven't ridden in 20 years, you can ride it. But when you do learning, you need it to be in people's working memory. They can always access it at any time. And if you give bite sizes, it's easier for them to digest. They don't, they don't need too much information. Yeah. You could be, you could add the extra information into maybe a booklet that they can read after, but for the actual training itself, try not to bombard your audience too much information. So next thing, next step, step five, choose a format plan and develop your course. So we chose a format, we chose video, we chose text, we chose quizzes, we chose quite a few things, even some times audio. We chose different media and then we said, okay, this is how we're going to develop or deliver this course. And we have certain rules and in the planning process and the development process where like, okay, this video we've just recorded is like eight minutes. How do we cut it? How do we reduce it? How do we do what? Our system audit. How do you do that system audit to reduce the contents? The system audit is very key. You don't just do this as one step. You do this throughout the process, conducting a content audit, not system audit, sorry, content audit. So conduct the content audit you do throughout the process and then you now choose your format as step five plan and develop your course. Once you finish planning, developing your course, of course, you need to organize the lessons and content in chunks. And if you remember the lessons I showed you, they're all broken down into chunks, chunks of less than five minutes. So chunks of less than five, you have one that's 10 minutes, then think about breaking it down into two videos. Editors in a way that clearly breaks it down into two videos and makes sense to the audience, right? So that's very key. What I'll do now is I'll give you another example. I'm going to play a very short video of another example of how you implement small micro learning. So just watch this video that's coming up in a few seconds. So it's a micro learning example, some TED talk that happened in this Khan Academy TED talk. Micro learning examples. Now that you have some familiarity with the concept of micro learning, let's give some examples. Recently, Northwestern University decided they wanted to teach high school students and teachers in STEM how to talk about information that many deemed to be too technical. They created a micro learning course called principles of STEM education that could easily be taken in any classroom. The course consisted of a series of short modules that broke down complex information. Each of these sections is broken down into the Y section that explains the reason and the house section. It gives context, a video and a PDF outlying additional tips. Another example of micro learning is what is known as micro lecture. Almost everyone is familiar with this type of micro learning, TED talks, a popular nonprofit devoted to spreading ideas. TED talks are limited to 18 minutes and focus on one single idea. Several other examples of micro learning include TEDx, a local version of TED talks, Khan Academy, which offers free online courses and Linda, which uses a variety of skills. Some apps that engage in micro learning include gyro, which offers content to help enhance your well being, Audible, which streams audio books and other texts, Twitter, where you can tweet, Julingo, which uses micro learning to teach foreign languages, check, which allows users to create flashcards and learn, which takes a micro approach to learning programming. Mini games, also known as casual or micro games, are an example of immersive micro learning simulations that last between five and 20 minutes. They are especially useful to help employees learn skills that are best taught through repetition. Mini games are highly engaging because they have quick sprints of engaging content and are easy to consume. Mobile devices are the perfect interface for mini games because that type of content works well on a small screen. Here are some additional examples of micro learning that may surprise you. One to two question quizzes or polls, infographics, activity notifications from online communities of practice, RSS feeds, flashcard pushes, challenge type interactivities, brief games, micro blogging exercises, brief videos, including interactive videos, single question case studies, question and responses, and learner recordings of a brief audio or video response to a question. A special thanks to all these sources, which helped me create this great video for you. Please watch the next video, micro learning, while it's gaining popularity. All right, so that was great. Hope you learned a few things. Hope you learned a few things there. So micro learning as micro learning is the way to learn for the modern learner. It is the way to learn the modern learner. That's how the modern learner, that's how human beings really work. That's how human beings really learn. Now, schools all are Victorian way of teaching, which you go to primary school, secondary school, the university, and then you come back and start work, and then we now start retraining you. All the retraining you do at work, hopefully they should have done it in school, seems that our schooling system is training people not for work. And really that's one key thing that most nations need to develop. They need to find a way of changing the way they learn, changing the way they teach their learners, because it's not good enough for the modern workforce. And one key, one website you just heard about it there is Khan Academy. If you can go to Khan Academy, you'll see so much content, so, so, so much content. In fact, let me just share my screen one last time, and you'll see all the content we're talking about. It's a lot of content out there, and it's just for you to know which is the best that you could use to really learn a lot. Let me show you some. All right, so I'm sharing my screen. I want to go to Khan Academy, Khan Academy. So I'm just going to a website Khan Academy, I advise you do. It's a free, a site that has micro learning videos on nearly everything you ever need to learn, and anything your kids need to learn. It's an excellent, excellent site, and it's free, absolutely free. You can log in as a parent, you click on parent, log in as a parent, and then create a login for your kid or your child or whoever, and you can set various courses for your kid to do, they watch the video, and they do the exercises, and the exercises learn from how they're, whether they're getting it right or not getting it right. So if you're, it's like a lesson teacher, it's like an online lesson teacher for free, and there's so much content for you as an adult as well, and it's all absolutely free. So this is like, this is the modern school. I just take Khan Academy as the modern school, and for us adults, another place you could go get some learning, they may not be micro-learning, is advise Coursera, Coursera.com, but that's not really micro-learning. They don't design it like micro-learning, but it's still learning, but the way Khan Academy works is mostly like micro-learning, and the way we also teach is micro-learning as well. So you just encourage you to go online and check these things out, right? So any questions for me, if you could have questions for me, we've actually come to the end of the micro-learning webinar, and it's just a topic that I think your learning and development professionals and your human resource professionals should talk to vendors and train vendors and say, look, you need to break things down into chunks instead of us doing their five-day course. Why don't we do a five-month course, and give tiny, tiny, tiny content throughout those five months, and people will actually learn and use the content far more and you get a better return on investment. I think that's the way to go really for the profession. So what do you think? I want you to try out the Pechaqcha, try to check out the Pechaq, the Pechaqcha, Pechaqcha and see how that works, because I think that that's pretty cool. Let me see if I can type it out, maybe it should come out, Pechaq. It's like micro-learning on steroids, because you need to know your stuff and when you're presenting it, you're presenting 20 slides in 20 seconds. Okay, Pechaqcha, in fact, we call it 2020. So that's, you should check Pechaqcha out as well, the art of concise presentations. Wow, so that's cool. So 20 images, 20 seconds. So check these out. This is micro-learning, but the person that's actually doing the teaching needs to do a lot of learning to be able to now teach in this 2020 format. But this is what I advise you to do in your organizations, if you have any presentations, tell them to follow the 2020 format, 2020 Pechaqcha format. So I'm glad that everybody enjoyed the webinar. If you can go to our website and go to Office Training Hub, let me give you a quick offer. There's a book that I wrote with 15 other authors, and the book is called Destination Facilitation, and it's a book about facilitation around the world, how we use various cultures around the world to facilitate, facilitate different topics. So let me put that up for you. I'll just publish that. So if you look at it, so Donna Steffi edited it. Donna Steffi is a master trainer, and we, she was our trainer in our master trainer program that I did four years ago, and we, about 15 of us wrote various chapters. So we wrote the chapter, I wrote the chapter on Africa. So how various cultures, how do various cultures in Africa affect the way people learn and the way people teach? So you the facilitator, if you're teaching someone from, from Northern Nigeria, teaching someone from Senegal and teaching someone from South Africa, what are the cultures you can bring to the classroom to make them even learn better, faster, and kind of build that interaction and build that connection. So that's the book. So you could always order it, it's very cool. If you want to be an international trainer, the whole world has been covered by this book. Every, you're going to China to train, you're going to Japan to train, you're going to Singapore, or you're going to, you could go and read the section and see exactly what you need to do so that that training is impactful. So thank you very much everybody. I hope you enjoyed this webinar and I hope to see you next month. So next month, next month for sure, we'll be able to have one or even two people that are going to be a panel panel and our guests to talk about a certain topic. So if you don't mind, click on the link to say that you want to receive notifications for all our webinars and you get an email from us when the next webinar is the next webinar is actually going to be every third Thursday of the month. So it's already known third Thursday of every single month at two p.m. Nigerian time or let's say one p.m. GMT. During the meantime, you can calculate that for whatever destinations you are and please join us and join us for the next one. We look forward to seeing you. Thank you very much guys. Bye bye.