Post on 15-Jul-2015
Therefore, traditional training doesn't work
Meanwhile...
We’re moving from a culture of deep attention to hyper attention
ATTENTION SPANS ARE SHRINKING
By 2015 we’ll be consuming more than
per day
Prior to the 1960s, movie shots held viewers’ attention upwards of
In 2013, older adults (aged 50-64) upped daily consumption of online video from
Now it’s less than
of Millennials prefer video to text
2013at tention span
2000at tention span
1 2 S E C O N D S1 5 H O U R S O F M E D I A
8 S E C O N D S
goldfishat tention span
9 S E C O N D S
Hyper Attention
Switches focus between multiple information streams, a preference for high stimulation and lower tolerance for boredom
Deep Attention
Able to concentrate on one object or information stream for long periods of time, ignoring outside stimulation
In the �rst 8 minutes, we’re at our peak energy level
After 20 minutes, our neurons experience a noticeable drop
After 60-120 minutes, alertness completely collapses
Microlearning beats traditional training in a variety of ways
REFERENCES
avg. time an employee trains annually
Microlearning in 3-7 minute chunks matches the brain’s working memory and attention span
Bite size microlearning yields an average of 4-5 learned items taken from a series
Microlearning can cut development costs by 50% while increasing the speed of development by 300%
Over 1.2 billion learners have access to smart devices and expect to use them
5 1 %
W H Y M I C R O L E A R N I N G I S T H E T R A I N I N G S O L U T I O N F O RE M P L O Y E E S ’ S H R I N K I N G A T T E N T I O N S P A N S
15:00
2 0 S E C O N D S
1 1 M I N . 1 9 M I N .
2 - 3 S E C O N D S
u.s. businesses spend over
on employee learning and training
Hayles, University of California; USC Marshall School of Business, ScienceDaily; Levels Beyond, Direct Marketing News; National Center for Biotechnology Information, The Associ-
ated Press; Cross-Platform Report, Nielsen Q2 2104; Harris Survey, Grovo 2014; Human Capital Trends Switzerland 2014, Deloitte; National Sleep Foundation, BusinessWeek; Ameri-
can Dietetic Association; McKinsey, BusinessWeek; Skills Soft; The Association forTalent Development; Via Learning Solutions; Wall Street Journal; Pike, Creative Training;
Techniques Handbook; Goldstein, Cognitive Psychology: Connecting Mind, Research, and Everyday Experience; Bailey, Mindgym; Jimenez, “3 minute learning”; eLearning Infograph-
ics, Mobile Learning Generation
$ 1 6 0 B I L L I O N A N N U A L L Y90/20/8 rule says:
O V E R3 0 H O U R S
successfully apply what they learn
fewer than
1 5 %80%
is said to be forgotten within 30 days(90% within one year)
4 3 - 1 8 5 H O U R S
avg. time to create 1 hour of classroom training
bite size is the right size:
As a result of rapidly changing technology, a digital skills gap has emerged —one that is costing the U.S. economy
O V E R 1 . 3 T R I L L I O N D O L L A R Sannually in lost productivity
TECHNOLOGY IS ADVANCING
This technological change has also led to a skills half-life of 2.5 years. Because training hasn’t kept pace, workers are falling further and further behind, putting a strain on our workforce:
43%1/3
TRAINING CAN'T KEEP UP
of workers clock over 50 hours per week
get less than seven hours of sleep per night
25% of execs report their communications are unmanageable
say they don’t have time to do the training they need
40%
Costly, structured, trainer-driven
Boring, text-based
All content is same priority
Single-use
Segments = 60-90 minutes
Long slides, lectures
Paper-based, PDF, HTML
Yearly, quarterly, never-ends
At one time
Prior to work, or interrupting work
Group learns at same pace
Cost-effective, flexible, learner-driven
Games, audio/visual, graphics
“Must Learn” and “Learn on Need”
Reusable, Shareable
Segments = 1-3 minutes
Small, short lessons
Mobile, web, shared content
Minimal infrastructure/upkeep
Self-paced, self-directed, individual choice/path
When you need it
During work, in the moment, or on own time
DELIVERY
CONTENT
traditional microlearning
Grovo teaches Internet and modern professional skills with 60-second videos. The videos follow Grovo's proprietary microlearning methodology and are delivered in its beautiful and e�ective training platform. With more than 4,500 video lessons, Grovo makes it easy for people and organizations to learn critical skills needed to succeed in today's always-connected world.
To learn more visit:
www.Grovo.com