top of page

Microlearning for Change Management: How Small Learning Can Make a Big Impact

The Future of Learning is here!

People Centricity: 2023



Change is inevitable in today's fast-paced business world. Whether it's adapting to new technology, implementing new policies or procedures, or responding to market trends, organisations are constantly undergoing transformations. Change management is the process of planning, implementing, and monitoring the people side of change in order to minimise the negative impacts and maximise the benefits of these changes.


Effective change management requires more than just a one-time training event or a long, tedious online course. Instead, it requires a continuous learning approach that provides those who are leading change with relevant information, tools, and resources to support people to adapt to new changes quickly and effectively. This is where microlearning comes in.


What is Microlearning?

Microlearning is a popular approach to e-learning that focuses on delivering bite-sized, easily digestible content to learners. Microlearning modules are typically 2-5 minutes in length and cover a single, specific topic. They are designed to be consumed on-the-go and accessed on any device, making them a perfect fit for busy employees who are always on the move.


The Benefits of Microlearning for Change Management

Improved Knowledge Retention: Microlearning is based on the principle that learning in small chunks is more effective than learning in large, continuous sessions. When employees are presented with small, easily digestible pieces of information, they are more likely to retain the information and apply it in their work.

Time and Cost Savings: Traditional training methods, such as classroom training or lengthy online courses, can be time-consuming and expensive. Microlearning, on the other hand, allows employees to learn at their own pace and on their own time, reducing the time and cost associated with traditional training methods.

Higher Engagement and Motivation: Microlearning modules are designed to be interactive and engaging, with a focus on real-life scenarios and practical applications. This type of learning can help to keep employees motivated and engaged, leading to a more positive attitude towards change management.

Flexible Learning: Microlearning can be accessed on any device, including smartphones, tablets, and laptops, making it a flexible and convenient way for employees to learn on-the-go. This is especially important for organizations with a dispersed workforce or employees who work remotely.

Best Practices for Microlearning in Change Management

Keep it Relevant: Microlearning modules should be relevant to the specific changes that employees are experiencing. Focus on providing information that will help employees to adapt quickly and effectively to new changes.

Use a Variety of Formats: Microlearning modules can be delivered in a variety of formats, including videos, infographics, quizzes, and simulations. Mixing up the format can help to keep employees engaged and motivated.

Encourage Collaboration: Microlearning modules can be designed to encourage collaboration among employees, allowing them to share their experiences and insights with each other. This can help to build a sense of community and support during times of change.

Measure Learning Outcomes: To ensure that microlearning is effective, it's important to measure learning outcomes. This can be done through quizzes, assessments, or surveys to gauge employees' knowledge retention and application of the information.


Microlearning is an effective approach to change management that can help employees to adapt quickly and effectively to new changes. By providing relevant, bite-sized information in an engaging and flexible format, microlearning can improve knowledge retention, save time and cost, increase engagement and motivation, and promote collaboration. By following best practices for microlearning in change management, organizations can ensure that their employees are well-equipped to handle any changes that come their way.


Personalising Microlearning experience

Laura is a Change Manager at a large tech company. She manages changes within the organisation, such as new software implementations or process improvements, and works with various teams across the company, including IT, HR, and operations. Laura is always looking for ways to improve her skills and stay up-to-date with the latest trends in Change Management.


Laura is busy in her project and she recognizes the value of continuous learning and decides to use a microlearning approach to develop her own skills in Change Management.

First, Laura identifies the specific areas where she wants to improve. For example, she might want to learn more about stakeholder engagement approach.


Next, Laura finds short, focused microlearning modules that address these specific areas. She might use online resources, such as blogs, podcasts, or videos, or create her own content, such as short quizzes or case studies.


Laura then schedules time each week to complete one or two microlearning modules. She might set aside 20-40 minutes during her lunch break or at the end of the day to focus on learning. Finally, Laura tracks her progress and reflects on how she can apply her new skills and knowledge in her role as a Change Manager. She might share what she has learned with her colleagues or use her new skills to improve her work processes.


By using a microlearning approach, Laura is able to continuously develop her skills and stay up-to-date with the latest trends in Change Management. This not only benefits her own professional development but also improves the quality of her work and the outcomes for the organization.


Unlock Your Potential in Change Management with People Centricity's Bite-Sized Microlearning Modules

If you're like Laura, new to Change Management or looking to develop your skills in this field, People Centricity is the perfect solution for you. Our bite-sized microlearning modules are designed to provide you with the knowledge and skills you need to excel in Change Management. With engaging visual content, audio, videos, and scenario-based learning, our modules are designed to make learning fun and effective.


At People Centricity, we understand that your time is valuable. That's why our modules are designed to be completed at your convenience, on any device. You can choose individual modules that are relevant to your specific needs, allowing you to learn and develop your skills in a flexible and effective way.


And the best part? Our modules are affordable and offer excellent value for money. You can access our learning platform for a fraction of the cost of traditional training methods, and our modules are designed to help you achieve your learning goals quickly and efficiently.

So, if you're looking for a cost-effective and flexible way to develop your skills in Change Management, visit our training section to learn more and start your microlearning journey today.


People Centricity Change Management Learning Pathway: A Comprehensive Approach to Managing Change

Based on our experience we believe those who are leading change management do not just need the theory or academic frameworks but also practical approaches and insights that are implementable. Our modules are developed from the experience of our Subject Matter Experts (SMEs). These are change practitioners who have led a number of projects throughout their careers. The modules will give you the insights and practical examples of change management practice.


Throughout the e-learning you will get access to processes, stages and tools for each change management activity where you will be able to apply it to your job. We encourage you to use the reflective practice template to capture your goals, reflection and next steps.

Our e-learning provides you with real-life examples, case studies, and templates. We encourage learners to apply reflective practice in order to learn and grow in their profession.


People Centricity’s Change Management Learning Pathway

Module 1: Change In Practice

This module aims to provide practical insights into change strategy and change plan. It explores the different types of change, the reasons why change is necessary, and the challenges that organisations face when implementing change. Case studies are used to demonstrate the impact of change on organisations, while visual are used to illustrate the different types of change.

Module 2: Stakeholder Engagement

This module explores the importance of stakeholder engagement in the change process and provides strategies for engaging with different stakeholder groups. It includes case studies to demonstrate successful stakeholder engagement, as well as visual content and templates for developing stakeholder engagement plans.

Module 3: Change Impact Assessment

This module provides the approaches to Change Impact Assessment and how to conduct Change Impact Assessments, including the different phases involved, and the tools and techniques that can be used to assess change impacts. Templates and checklists are provided to learners to help them apply the process in their own projects.

Module 4: Change Champions

This module focuses on the role of Change Champions, how to set them up and how to onboard them. The module explores the importance of Change Champions during the change process, and provides strategies for communicating with different stakeholder groups. Audio and video are used to provide examples of effective change champions, while templates provided for developing Change champions in projects.


Module 5: Case for Change

This module explores the importance of Case for Change in the change process and provides techniques on how to develop and communicate Case for Change, It includes case studies to demonstrate successful communication, as well as visual content and templates for developing Case for Change.

Module 6: Personas

This module explores the importance of Personas during the change process, and provides techniques on how to develop Personas. Audio and video are used to provide examples of effective Personas, while templates provided for developing Personas in projects.

Module 7: Change Risks and Change Resistance

This modules provides on how to identify change risks and strategies for managing resistance to change, including identifying the sources of resistance and developing strategies to overcome them. Visual content, such as diagrams and infographics, are used to illustrate the different sources of resistance, while case studies are used to demonstrate effective strategies for managing resistance.

Module 8: Change Readiness

This module describes the importance of change readiness in organisational context and how to conduct a change readiness assessment including assessing factors such as the organisation’s leadership, culture, employee awareness and engagement. Visual content, such as diagrams and infographics, are used to illustrate the different ways of assessing change readiness, while case studies are used to demonstrate effective change readiness.

Module 9: Post Implementation Review

This module explores the importance of Post Implementation Review in the change process and provides techniques on how to develop the assessment, It includes case studies to demonstrate successful Post Implementation Review, as well as visual content and templates for measuring the effectiveness of change approaches.


1 comment

1 Comment

Rated 0 out of 5 stars.
No ratings yet

Add a rating
Guest
Mar 26, 2023
Rated 1 out of 5 stars.

Not A bad idea

ISounds cool

Like
bottom of page