What’s the best way to deploy Micro-Training?
Companies use micro-videos in three ways:
- As self-directed learning. Micro-videos are a solution to a specific skill challenge. For example: “How to handle an employee who has a bad attitude,” or “How to handle a price objection.” You have a question. You find the right micro-video. You watch it on your own. You deploy the skill on the job.
- To kick start one-on-one coaching. Micro-training is extremely tactical and it’s a great tool to help managers frame very specific, skill-based coaching interactions.
- To kick start Micro-Meetings for group coaching. Micro-training makes it easy for managers to facilitate meetings where teams develop shared vocabulary and benefit from peer learning.
What are Micro-Meetings?
Micro-Meetings are highly focused individual or group coaching sessions triggered by a single-concept micro-video.
How do Micro-Meetings work?
They follow RLI’s simple “Watch, Meet, Practice” model.
You (the manager) an individual or team Watch a micro-video. You Meet to discuss the specific learning concept, role-play it and provide performance feedback. Your learners Practice the concept on the job. You repeat the Meet and Practice cycle as needed to make the learning stick.
Do managers have the expertise to facilitate Micro-Meetings?
Yes, for three reasons:
They already master the skills.
Managers are highly competent in the discrete skill areas covered by the micro-videos.
Their job is to “enhance knowledge,” not “teach.”
Managers should think of themselves as “learning facilitators.” Their primary role is to make learning happen.
- We do the heavy lifting. Each RLI micro-video comes with a quiz, summary sheet and discussion guide to make it easy for managers to facilitate Micro-Meetings.
How many Micro-Meetings are required in each “meet-and-practice” learning cycle?
Training only sticks if you revisit it. We recommend at least two or three Micro-Meetings per micro-video, but you may want to do more.