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Are you looking for ways to make your microlearning content development program more effective? Well, you're in luck because we’re about to spill the tea on how to use Bloom's Taxonomy (BT) to create impactful content.
First things first, let's talk about what Bloom's Taxonomy (BT) is. It basically is a framework that classifies learning objectives into six levels of cognitive skills: remember, understand, apply, analyse, evaluate, and create.
It was developed by a group of educational psychologists led by Benjamin Bloom in the 1950s and revised in 2001 by a new team of experts. It helps design effective learning activities and assessments that match the learners’ needs and goals.
Now, when it comes to corporate learning, we want to focus on the highest levels of BT: evaluating and creating. These levels encourage critical thinking, problem-solving, and decision-making - all skills that are essential for success in the business world.
Now, let's talk about microlearning content development. It's a learning strategy that involves breaking down info into tiny, bite-sized chunks. It's perfect for busy corporate types who don't have a ton of time to spend in a classroom.
So, how does BT fit into microlearning content development? By using BT, you can create content that targets specific levels of learning.
For example, you might create a module that focuses on remembering important facts or another that encourages your team to analyse data and make informed decisions.
In this blog, we'll dive deeper into each level of BT and explore how you can use it in microlearning content development to create effective content for your corporate team. From crafting memorable headlines to designing interactive activities, we've got you covered.
Understanding Bloom’s Taxonomy
Bloom's Taxonomy (BT) is a way of organising learning objectives into six levels of thinking skills: Knowledge, Comprehension, Application, Analysis, Synthesis, and Evaluation.
The original group of experts who created Bloom’s Taxonomy in 1956 was led by Benjamin Bloom, an American educational psychologist. He was joined by Max Englehart, Edward Furst, Walter Hill, and David Krathwohl, who were all educators and researchers in the field of education.
The revised group of experts who updated Bloom’s Taxonomy in 2001 was led by Lorin Anderson, a former student of Benjamin Bloom. He was joined by David Krathwohl, who was also part of the original group, and four other scholars: Peter Air
It helps design good learning activities and tests that match the learners' needs and goals. You can also use it to create good training and development programs for employees in your company. Each level of the BT means a different type of learning outcome that the learners can achieve.
1) Knowledge denotes the capacity to recall facts and information.
2) Comprehension signifies the capacity to grasp the meaning and consequences of the information.
3) Application entails the capacity to employ the information in novel contexts
4) Analysis involves the capacity to deconstruct the information into components and scrutinise their interconnections.
5) Synthesis encompasses the capacity to amalgamate information parts into a fresh entirety
6) Evaluation denotes the capacity to assess the worth and excellence of the information.
By using Bloom's Taxonomy, you can:
Align Objectives with Business Goals: Ensure that your employees' learning objectives are closely tied to your company's overarching achievements. This connection ensures your team is acquiring skills that directly contribute to your company's success.
Adapt Complexity to Prior Knowledge: Tailor the difficulty of your content to match your learners' existing skills and knowledge. Striking the right balance ensures that your content challenges without overwhelming, boosting effective learning.
Tailor Learning Methods to Taxonomy and Preferences: Leverage diverse learning methods and tools that cater to each BT level while considering your learners' individual preferences and learning styles. This approach ensures engagement and effectiveness.
Measure Progress with Relevant Criteria: Track your learners' advancement and performance using suitable standards and feedback mechanisms. By doing so, you gain insights into their development and can adjust your content accordingly.
Boost Engagement with Interactive Experiences: Enhance motivation and engagement by incorporating captivating elements into your content. Integrate game-like features such as points, badges, leaderboards, and challenges to make learning enjoyable and impactful.
Applying these principles, rooted in BT, enhances the effectiveness of your corporate learning program. It ensures your learners are engaged, motivated, and equipped with skills that align with both their individual growth and your company's strategic goals.
Microlearning Content Development in a Corporate Context
Microlearning is a way of learning that involves delivering small lessons or activities that take a short time to complete. It can help learners remember information better, improve their performance, and save time and resources.
Microlearning content development is different from traditional learning methods that usually involve long and complex content, such as lectures, books, or courses. Traditional learning methods can be overwhelming and ineffective for learners, especially in the corporate world where they have to deal with a lot of information and tasks every day.
Microlearning content development is based on the idea that people learn better when they are exposed to small and relevant pieces of information that are easy to process and apply. It can also help you overcome some of the common challenges faced by employees in their learning process.
Some of these challenges are:
1) Lack of time: Employees often have busy schedules and competing priorities that stop them from spending long hours on learning. 58% of employees say they don’t have enough time to learn and develop their skills.
2) Lack of motivation: Employees may lose interest or engagement in learning if they find it boring, irrelevant, or too hard. 71% of employees said they were not motivated to learn because the training was not relevant to their jobs.
3) Lack of transfer: Employees may not be able to use what they have learned in their actual work situations if they do not see the connection or relevance. Only 10% of employees reported that they were able to apply the skills they learned in training to their jobs.
4) lack of retention: Employees are unable to remember or recall what they have learned after a certain period of time. This can affect their performance and productivity, as well as their confidence and motivation. People tend to forget 70% of what they learn within 24 hours, and 90% within a week
Microlearning can solve these problems by providing employees with:
Flexibility and Accessibility: Micro modules can be accessed on various devices, allowing employees to learn at their convenience. This is particularly useful in geographically dispersed organizations or for remote workers who may have different schedules.
Targeted Learning: Micro modules are tailored to specific learning outcomes. This precision helps learners quickly grasp key concepts, making the learning process more efficient and effective.
Improved Engagement: Shorter learning intervals prevent learners from losing interest or focus. The interactive nature of microlearning content, such as quizzes or interactive scenarios, further boosts engagement.
Continuous Learning: Micro encourages a culture of continuous learning. Regular consumption of bite-sized content facilitates the retention of knowledge over time and supports ongoing skill development.
Cost-Effectiveness: Developing and delivering micro modules is often more cost-effective than traditional training methods. It requires less time, resources, and can be easily integrated into existing learning management systems.
Integrating Bloom's Taxonomy into Microlearning Content Development
1) Knowledge and Comprehension
Incorporating BT into microlearning modules is essential for building a strong foundation of knowledge. This level involves recalling previously learned information and understanding its meaning.
To integrate these two levels into microlearning, trainers can use simple, clear language to convey information, provide opportunities for repetition and practice, and use visual aids such as images, diagrams, or infographics to help learners understand complex concepts.
Interactive elements like quizzes, flashcards, or matching games can also be used to test recall and comprehension. For example, a module on customer service might include a short video explaining the steps involved in resolving a customer complaint, followed by a quiz to test the learner's understanding of the process.
2) Application and Analysis
Developing critical thinking and problem-solving skills is essential for employees to apply their knowledge in real-world scenarios. These levels of BT involve applying learned information to new situations and analysing it to draw conclusions.
To integrate these levels into microlearning, trainers can create scenario-based learning activities that require learners to apply what they've learned to solve problems. Interactive simulations or gamification elements can also be used to mimic real-life situations and encourage critical thinking.
This integration goes beyond surface-level application, prompting learners to inspect the nuances of each scenario and evaluate their decisions through the lens of thorough analysis.
For instance, a module on customer service might present learners with a series of interactive scenarios where they must apply communication techniques and conflict resolution strategies to resolve customer complaints. Afterwards, they analyse their actions, identifying both mistakes and successful approaches.
3) Synthesis and Evaluation
Promoting creativity and evaluation in the corporate context is crucial for encouraging innovation and improving processes. These levels of BT involve creating something new using learned information and evaluating its effectiveness.
To integrate these levels into microlearning, trainers can encourage learners to create something new using what they've learned, such as a presentation, report, or proposal. Brainstorming sessions or ideathons can also be used to foster creativity and encourage learners to think outside the box.
Additionally, trainers can facilitate discussions around ethical considerations or dilemmas related to the topic being taught, encouraging learners to evaluate different perspectives and make informed decisions.
For example, a module on sustainability might include a group activity where learners brainstorm ways to reduce waste and improve energy efficiency in their workplace.
Real-world examples of how Bloom's Taxonomy has been integrated into corporate microlearning
Coca-Cola
Coca-Cola created a microlearning platform called "Coca-Cola University" that incorporates Bloom’s Taxonomy to offer personalised learning experiences to its employees. The platform includes a range of learning modules that cater to different cognitive levels, including knowledge, comprehension, application, and analysis.
Microsoft
Empowering its workforce in technology, Microsoft introduced "Microsoft Learn." This microlearning series follows Bloom’s Taxonomy, incorporating interactive features like quizzes and hands-on labs. These tools accommodate different learning levels, ultimately boosting skills and productivity.
McDonald's
McDonald's empowers its employees through "McDonald's University," a microlearning platform rooted in Bloom’s Taxonomy. With customized learning modules that cater to individual cognitive levels, staff members can steer their own learning journey. The payoff? A motivated workforce committed to excellence.
LinkedIn Learning, an innovative microlearning platform, was launched by LinkedIn to support personalised professional development. Harnessing the power of BT, this dynamic tool provides adaptive learning pathways that cater to individual needs, empowering users to reach their full potential and achieve their career aspirations.
Strategies for Implementation
Understanding the diverse needs and preferences of learners is crucial for effective microlearning content development. Let’s have a more detailed look at the strategies for catering to different learner types:
Assessment of Learner Needs: Begin by conducting thorough assessments, such as surveys, pre-assessments, and skill gap analysis. This process helps identify existing knowledge levels, learning preferences, and areas that require improvement. By gathering this data, you can tailor your microlearning content development data to meet specific learner needs.
Personalized Learning Paths: Utilise the assessment data to create personalised learning paths for each learner. With the insights gained, learners can access modules that align with their current proficiency levels and learning objectives. This approach not only enhances engagement but also ensures that learners don't waste time on content they've already mastered.
Adaptive Learning: Microlearning content development involves implementing techniques that dynamically adjust the difficulty and content of micro modules based on individual progress. This approach ensures that learners are consistently challenged while preventing them from feeling overwhelmed by the content.
Technology and Tools
Leveraging technology is pivotal in the successful integration of BT into microlearning content development for corporate training. Let’s have a more in-depth exploration of the technological aspects:
Learning Management Systems (LMS)
Content Management: LMS allows for organising, categorising, and managing micromodules efficiently. This ensures easy access for learners and simplifies content updates. Using BT within the LMS enables the creation of learning objectives and assessments that align with the cognitive skills learners need to develop.
Progress Tracking: An essential feature of LMS is its ability to track learner progress. You can monitor which modules learners have completed, assess their performance, and provide timely feedback. The LMS can use BT to track learner progress based on the cognitive skills they have developed.
Gamification: Many LMS offer gamification elements such as badges, leaderboards, and quizzes. These features enhance engagement and motivation, creating a more immersive learning experience. Gamification, when harmonised with BT levels, can encourage learners to advance across diverse cognitive skill stages.
Mobile Learning
Flexibility and Accessibility: Mobile devices enable learners to access microlearning content anytime, anywhere. This flexibility is particularly advantageous for corporate learners who are constantly on the move.
Microlearning Nuggets: Mobile learning encourages the creation of short, focused content that fits the microlearning approach perfectly. These bite-sized nuggets of knowledge align well with BT levels, allowing for targeted learning on the go.
Just-in-Time Learning: Mobile devices provide the opportunity for just-in-time learning, where employees can quickly access specific information when faced with challenges or questions in their work tasks.
Wrapping Up
So, that's the scoop on Bloom's Taxonomy and microlearning content development – a dynamic duo that's a game-changer for corporate learning.
We've explored the foundational levels of BT, seen how effective microlearning content development enhances corporate training, and delved into the art of integrating both for a powerful learning experience.
Now, it's your turn to roll up your sleeves. Take what you've learned and put it into practice. Try blending BT to create effective microlearning content development in your company's learning plan. And hey, don't forget to check out cool Microlearning Solutions that can make your journey even smoother.
The landscape of corporate learning is evolving, with microlearning leading the way. Its simplicity and accessibility are shaping the future of learning. As workplaces transform, microlearning remains a reliable guide through the realm of knowledge. This dynamic partnership with BT isn't just about learning; it's about driving your team toward excellence.
Curious to learn more? Connect with us and elevate your team's learning journey with the power of Bloom's Taxonomy to create effective microlearning content for your company.