The Problem with the Paradox of Learning

It’s safe to say that most people in the workplace want to learn. Learning and development (L&D) is an integral part of today’s modern work life and is a priority for both company and employee.
Once developed and studied by the philosopher Socrates, the Paradox of Learning is where people are overwhelmed and inhibited in the process of learning due to the sudden flood of information that comes at them. These vast amounts of knowledge are handed to learners, confusing them and making them unable to make sense of the learning process, making them feel disarmed and disinterested.

Microlearning platform

What is Microlearning?

Think of taking in small pieces of information and content, designed to highlight the problem, and focusing on developing a micro solution. Giving employees a full overview of the employer requirement helps them embolden their knowledge and leadership to solidify concepts, allowing for long-term problem solving.
The requirement needs to be presented through a process of macrolearning, to be solved by small moments of learning, to repeat and present concepts to tackle issues with microlearning. It is both broad and specific enough to focus on a skill or idea and present it in a way that works. For example, teaching something about cooking will be far easier to learn through small chunks of video, or an encompassing article with an infographics rather than through a textbook. Microlearning is more convenient for everyone to consume, it works well for users and businesses alike, and can operate on mobile to make learning-on-the-go a possibility too.

Solving the Learning Paradox

Many companies throughout the world will bring in a team of experts and develop programs based on their business assessments and needs. Through this, they will build a set of competencies and bring everything together and give employees the option of participation. This, in our opinion, is a mistake. You see, while L&D techniques don’t happen too often with employees, perhaps once a year, or twice a year. All the members of the team including the employee and the manager need to align in the importance of putting these skills in development while still keeping themselves grounded.

Employers and employees alike need to have the conversation about what is being learned, why it’s being learned and how it can be learned, thus avoiding the learning paradox but yet still keeping true to the concept of increasing your knowledge base. People arrive in the room, ready for a course, only to be requested for meetings, distracted by phone calls, emails, and even sometimes, random requests from a more senior colleague. The prioritization of learning and development is fundamental and, in our opinion, essential when you look at the outcome. Whenever attendance is considered optional, then people prioritize delivery over anything else, and sessions are always delayed by participants. It’s important to understand that learning is the priority for both parties, and in understanding what learning is and what’s going to be learned, so can employees are empowered to fight the learning paradox.

Learning and Development with Code of Talent

For anyone, learning can be daunting. Covering huge set amounts of work can be all the more so, and this information goes hand in hand with the psychology of learning. Understanding the ways in which people process and absorb information and using the application of microlearning can lead to a more successful outcome.

Code Of Talent understands that learners need a helping hand. Learners need a beacon of light in the torrent of rushing information to guide the way and show them the right way to make learning a process of absorbing information and being able to put that knowledge into practice.

You’ll be able to learn with Code Of Talent, understand the basic and underlying principles behind the knowledge and applying that knowledge in a way that makes sense. Almost like learning the A-Z of what they should learn, from which sources and in what way, giving learners the ability to develop a skill in that area of expertise. Having the support of a facilitator, a structured system of support in small chunks, helping to understand the integration. Working at your own rhythm and pace is important too, as sometimes things just pop up and are unavoidable. The need to follow-on with a workload that is advancing too quickly isn’t beneficial to the learner or the teacher.

Benefits of a structured approach

Microlearning reduces the cost of training and encourages rapid development among workers. This kind of content can be developed 300% faster than traditional courses. It cuts the development costs by 50%.

After successfully navigating the learning paradox, employees are more likely to implement the knowledge they have learned and retained. There’s a 20% increment in information retention by using microlearning when compared to other lengthy training programs. It also enhances learner engagement and shows a 50% enhancement in learning engagement. Studies show that employees are far more engaged during a 7 - 11 minute period of complete focus.

Code of Talent platform statistics

It also contributes to in-depth learning and training completion rates are guaranteed to improve with the shorter-term learning modules. It makes it easier to provide performance support, thus enabling learners to make real-time decisions when on the job. In fact, 71% of learners who participated in a research report, said that microlearning videos played a role with their own in-depth learning.

Learn the right way

How do you solve the learning paradox? The first stage to learning is being able to understand that you are able to learn the way you want to learn. In order to learn how to best achieve your goals, there needs to be an understanding of what those goals are and how to take guided steps to achieve them.

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