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Free Online AI Proofreader | Fix Grammar & Spelling Errors

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Hemingway Editor features the best free online AI proofreader to ensure your text is clear and error-free. It goes far beyond the average free proofreader by correcting both spelling errors and even the most advanced grammar issues.

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TED-Ed celebrates the ideas of teachers and students around the world. Discover hundreds of animated lessons, create customized lessons, and share your big ideas.

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Shaping the Future of IT: How L&D Is Evolving to Drive Innovation and Close Skill Gaps - ETHRWorld

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L&D programs are no longer just about compliance; they are becoming key drivers of innovation, equipping workforces to stay agile and future-ready. The future of L&D will rely on emerging technologies and data-driven strategies, ensuring that organizations can build a workforce capable of adapting to rapid technological changes and staying ahead of the competition.

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It feels like we were posting the top L&D trends for 2024 articles just yesterday. In these, we were all buzzing about personalized learning, the human touch, and the rise of AI in learning and development.

But guess what? The L&D world never stops spinning, and it moves fast. As we go into 2025, a whole new set of learning and development trends is emerging, and if you want to keep your teams skilled up and your organization thriving, you need to be ready.

11 key L&D trends to watch in 2025

We've done the research and combined that with our own survey findings from our Annual L&D Benchmark Report to create the following list of 11 trends in the learning and development industry. From AI-powered platforms to the rise of learning in the flow of work, these are the L&D trends that will define 2025 and beyond.

1. GenAI training

2. Humanization in the AI era

3. Upskilling and reskilling

4. Skills-based learning

5. Personalized learning

6. Multigenerational training

7. Learning in the flow of work

8. Mental health training

9. Data literacy

10. Work-life balance

11. 'Antifragility': Learning from the unexpected

Trend 1: Forget the hype, GenAI is here to stay (and train)

GenAI was the buzzword in L&D last year, and for good reason.

In 2025, we'll see a surge of sophisticated GenAI tools transforming workplace training.

These artificial intelligence (AI) tools can generate learning content and assessments, identify skill gaps, and recommend relevant courses to address those gaps.

It can also help your employees work faster and do more high value work as opposed to spending time on time-consuming work. McKinsey predicts GenAI could automate tasks that occupy 60% to 70% of employees' time, freeing them to focus on more strategic and creative work.

Trend 2: Human touch takes center stage

It's a bit of a paradox, isn't it? As technology advances and automation becomes more prevalent, the uniquely human elements of work are taken center stage.

In 2025, those uniquely human qualities like empathy, communication, and creative problem-solving that machines simply can't replicate will be in high demand. It's not only about what AI can do but also about what it can't do.

What do employees want? They are on board with this shift too, with 68% emphasizing the importance of interpersonal skills training in the coming year.

Trend 3: Nimble upskilling and reskilling

In 2025 and beyond, the skills that got your team to where they are today might not be the skills they need tomorrow.

The pace of technological change is relentless, and the half-life of skills is shrinking faster than ever. ‌In fact, a whopping 42% of workplace tasks are predicted to be automated by 2027. That's a seismic amount of tasks, and it means L&D needs to be ready to adapt at lightning speed.

In 2025, we'll see a surge in "nimble upskilling and reskilling" initiatives. Think rapid-fire employee training software, microlearning modules, and on-the-job learning practices designed to equip employees with the in-demand skills they need, precisely when they need them.

But it's not just about speed-it's also about relevance. The skills landscape is constantly evolving, with some skills surging in demand while others fade into obsolescence. L&D professionals need to stay ahead of the curve, constantly updating their skills based training programs and skill taxonomies to reflect the changing needs of the business.

Employees are also feeling the pressure. A strong 69% say that faster delivery of new training programs will be crucial in 2025. They know they need to adapt to thrive in this rapidly changing world of work.

Trend 4: Skills-based learning-forget the degree, show me the skills

The traditional education model is becoming increasingly outdated. Employers are less concerned with formal qualifications and more interested in what candidates can actually do. They need people who can adapt quickly, learn new technologies, and solve real-world problems.

Skills-based learning offers a win-win solution.

This approach ditches ‌lengthy academic pathways in favor of targeted, bite-sized learning experiences focusing on specific, in-demand and critical skills.

On top of that, it's not just employers driving this change. Employees themselves are eager for skills-based learning opportunities. A staggering 85% of employees say that training on practical skills they can quickly apply at work will be essential in the coming year. They want to stay ahead of the curve, remain competitive in the job market, and contribute meaningfully to their organizations.

Trend 5: Personalized learning

In 2025, L&D will adopt personalized learning experiences that cater to the unique needs of each individual.

This shift towards personalization is driven by two factors. Firstly, the workforce is becoming increasingly diverse, spanning generations, roles, and skill sets. Secondly, employees are demanding more control over their workplace learning journeys. They want to learn what they need, when they need it, in a way that suits their personal preferences.

In terms of benefits, personalized learning leads to improved learner engagement, knowledge retention, and on-the-job performance. It empowers employees to take ownership of their development and accelerate their career growth.

It's no wonder that 79% of employees believe personalized continuous learning will be crucial in 2025.

To stay ahead of the curve, L&D professionals need to embrace technologies that enable personalization and AI-powered learning tools. They also need to develop a deep understanding of their employees' needs and aspirations, and design learning experiences that address those individual needs.

Trend 6: Bridging the generational divide

As we said, our workforce spans multiple generations, each with its own unique characteristics, preferences, and expectations regarding learning. What works for one, won't work for the other, so personalization is key to bridging the generation gap and organizational success.

For instance, Generation Z, the youngest generation in the workforce, expresses the lowest levels of satisfaction with workplace training. They desire captivating and interactive training experiences that align with their specific needs and aspirations. As digital natives, they are adept at using technology and anticipate learning to be readily available and accessible on-demand.

Employee training that follows a more traditional path like lectures and note-taking might not work well with them.

On the other hand, Millennials, who report the highest levels of satisfaction with training, value opportunities for collaboration and mentorship. They appreciate a blended learning approach that combines online and in-person learning experiences.

Gen X and Baby Boomers, while may be less computer-savvy than their younger counterparts, bring a wealth of experience and knowledge sharing to the table. They value structured learning environments and appreciate clear expectations and feedback, while being able to move at their own pace.

Understanding these generational nuances will help L&D professionals create more inclusive and effective learning experiences that cater to the unique needs of each group.

Trend 7: Learning in the flow of work

In 2025, learning might become more integrated into the daily workflows of companies.

No more disruptive training sessions that pull employees away from their tasks. Instead, L&D will focus on offering just-in-time learning experiences that are readily accessible and easily digestible.

Think microlearning modules that can be consumed in minutes, on-the-job training that gives immediate feedback and support, and performance support tools that offer instant access to information and guidance.

"Learning Culture at Work", Keep it Simple podcast quote:

" Over 91% of teams now rank learning together as really important, and it's in the top drivers of great work culture." - Andy Lancaster, Chief Learning Officer, award-winning author

Trend 8: Mental health matters

The old adage "leave your problems at the door" is officially outdated. ‌In 2025, forward-thinking organizations will need to pay more attention to employee wellbeing or they will lose their workforce.

And L&D will play a key role in creating a workplace where employees can truly thrive.

L&D needs to help create a culture of psychological safety, where employees feel comfortable speaking up about their mental health challenges and seeking support when they need it.

L&D can contribute to this shift by hosting training programs that promote mental health awareness, resilience, and stress management techniques. Things like workshops on mindfulness, emotional intelligence, and coping strategies for dealing with workplace pressures are all great options.

It's also important to address the specific needs of different generations. Gen Z, for example, is particularly vocal about the importance of mental health support, ranking it among their top three priorities for 2025.

Trend 9: Data literacy-because "gut feeling" isn't a business strategy

We're living in a data-driven world. ‌From customer insights and market trends to employee performance and operational efficiency, data is everywhere. ‌But it's not enough to simply have data-you need to know what to do with it.

That's where data literacy comes in. It's the ability to read, work with, analyse, and argue with data. It's about understanding what the data is telling you, drawing meaningful insights, and using those insights to make informed decisions.

In 2025, data literacy will be an important skill for employees at all levels. L&D professionals have a big role to play in equipping their workforce with these new skills and confidence to become data-literate.

This might involve incorporating data analysis modules into existing training programs, offering workshops on data visualization and interpretation, or extending access to online resources and tools that help employees develop their data skills.

The benefits of a data-literate workforce are numerous. Employees who can easily understand and use data are better able to find trends, solve problems, and help make strategic decisions. This also leads to improved efficiency, innovation, and overall business performance.

Trend 10: Battling burnout

Employee burnout is reaching epidemic proportions. According to recent research, it's a real and pressing issue that's impacting individuals and organizations alike. This study reveals a staggering 78% of respondents believe their workforce will face the same or even higher risk of burnout in 2025.

Like addressing mental health, tackling burnout requires a more multifaceted approach. ‌It's about recognizing the root causes of burnout-excessive workloads, lack of control, poor work-life balance, and unmanageable stress-and equipping employees with the tools and strategies to handle these challenges.

L&D can play a defining role by:

Promoting work-life integration in the form of training and resources that motivate employees to manage their workloads effectively, set boundaries, and achieve a healthy integration between their work and personal lives.

Equipping employees with stress management tools. L&D can offer workshops and programs that teach practical stress management techniques, mindfulness practices, and coping mechanisms.

Trend 11: Learning from the unexpected

The only constant in today's world is change. Disruption is the new normal, and organizations must adapt quickly and effectively to thrive. This requires a workforce that embraces change and learns from it.

That's where "antifragility" comes in.

Antifragility, a concept popularized by Nassim Nicholas Taleb, goes beyond resilience. It's not just about bouncing back from setbacks-it's about actually growing stronger and more capable in response to challenges and volatility.

So how can L&D foster antifragility in the workforce? It's about creating learning experiences that embrace uncertainty, encourage experimentation, and promote a growth mindset.

Think simulations that throw unexpected challenges at employees, forcing them to think on their feet and adapt to new situations. Think workshops that explore different approaches to problem-solving, encouraging employees to embrace ambiguity and find creative solutions. Or learning programs that focus on self-reflection, where mistakes are seen as opportunities for growth rather than failures.

The future of L&D: a journey, not a destination

We've explored a whirlwind of the latest trends in learning and development that are set to reshape the learning landscape in 2025 and beyond. From the rise of AI and the metaverse to the enduring importance of human soft skills and the need for nimble upskilling, the future of learning is dynamic, complex, and full of possibilities.

But these learning and development trends are not isolated phenomena. They're interconnected concepts that are shaping the future of work and demanding a new approach to L&D. ‌An approach that embraces agility, personalization, and a human-centric focus.

As we move forward, the key lies in not just understanding these L&D trends but in actively shaping them. It's about asking the right questions, experimenting with new approaches, and constantly adapting to the evolving needs of our workforce.

So, as you enter the exciting world of L&D trends for 2025, consider these questions:

How can your company use AI to make learning better, but still keep people involved?

Are you taking employee wellbeing seriously and making it key part of your employee retention strategy?

How can you create learning experiences that meet the needs and aspirations of your employees?

What's the best way to build a learning culture that's resilient and helps your team bounce back when things go wrong?

And ultimately, what role will L&D play in shaping the future of work and preparing employees for the challenges and opportunities that lie ahead?

The future of L&D is not a predetermined destination-it's a journey we embark on together. A journey of continuous learning, adaptation, and growth. ‌A journey that promises to be as exciting and transformative as the trends themselves.

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11 Learning and Development Trends: Training in 2025 & Beyond

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Discover the 11 key learning and development trends shaping the future of work in 2025 and prepare your team for the future of work.

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7 L&D Technology Trends to Look Out for in 2023 and Beyond - Cognota

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Stay ahead of the curve with insights into the latest technology trends shaping the landscape of Learning and Development.

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Discover these 7 different types of mobile learning and how to use them effectively in your online course.

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With so many jumping on microlearning's bandwagon, is it the big L&D heist many experts argue - or is promise lurking? As always, it comes down to execution. We've shared 6 top microlearning examples and best practice tips to help you hit the mark.

What is microlearning?

Microlearning is a way of providing short, focused pieces of content to an audience, ideally where and when they need it. It's not a new idea, and its effectiveness has been debated within the learning and development industry. Bite sized courses don't necessarily equal good learning or improved performance, as we've argued before. However, in the right context and done with the overall experience in mind, it can be highly effective.

Why consider microlearning?

In a world where people are checking their smartphones 9 times an hour, and competition for attention is now extra fierce, it's no wonder that shorter digital learning content is becoming more popular.

Zoom fatigue in the wake of lockdown has also meant that average learning session times have decreased from 20 to just over 4 minutes, on average.

Modern workplace learners want to access elearning courses on mobile devices, on the move and in stolen pockets of time - on trains, over breakfast, before meetings. If you want to gain traction for your content, you should consider how to target those tiny windows of opportunity.

However, it's key that microlearning isn't used as a vehicle to deliver lots of content randomly. That would misuse the small amounts of time modern learners have and disable the learning from sticking.

An introduction to Microlearning Theory

Microlearning theory is based on a concept by German psychologist Hermann Ebbinghaus and his trials on human memory. Ebbinghaus pioneered the 'forgetting curve' which illustrates how much information the brain can retain over time, and how quickly people typically forget new knowledge they have acquired. According to the Ebbinghaus Forgetting Curve, people only retain 21% of what they learn within a month.

Microlearning provides a solution to this by adopting a 'little and often' approach. Learners are much more likely to retain information if it's broken up into digestible pieces that they can revisit on a regular basis.

Benefits of microlearning

Could microlearning be an effective approach to help you reach your L&D objectives? Here are just some of the key benefits:

As the name suggests, microlearning focuses on small snippets of information. These bitesize training modules are quick and easy to consume, meaning your employees can still learn alongside their other day to day tasks, without disruption.

The concise nature of microlearning means that learners can fit it around their busy schedules and complete modules on the go. It's also well-suited to mobile or tablet devices, enabling employees to pick it up at a time that suits them, from wherever they are.

Microlearning enables learners to adopt a fluid learning schedule by choosing which topics they want to tackle when and setting their own pace. Offering learners this flexibility can help to keep them engaged and support different learning preferences.

It can be challenging to keep learners engaged for long periods of time, especially for topics such as compliance and soft skills. Keeping the content concise and giving learners the freedom to choose which topic to focus on can help to keep them engaged and focused.

It is easier to digest resulting in higher knowledge retention

Microlearning follows memory retention best practices by offering small blocks of learning that can be revisited regularly to engrain new knowledge. Delivering training in small segments also allows for the learner to focus on one idea or concept at a time, instead of having to try to absorb a lot of information at once.

Challenges of microlearning

While there are numerous benefits of microlearning, it doesn't come without its challenges, most of which can be addressed with the right LMS or authoring tool.

Unlike more traditional elearning formats where content is split into 20 or 30 minute sessions, microlearning content may only be 5 minutes long which means you'll need more content to cover all topics. You may have more to organize and maintain within your LMS which can be time-consuming.

Ensuring design and branding consistency across all content

It can be difficult to keep the look and feel of your microlearning content coherent, especially if you're creating it at scale with input from multiple team members. Opt for an authoring tool that allows you to create customizable templates and change logos or images across multiple content assets in just one click.

Achieving the right level of detail

Striking the balance between making your content short and engaging whilst also detailed and informative can be challenging. When building your content, be sure to enlist the help of your Subject Matter Experts who will be able to ensure the content is impactful and includes all the key information the learner needs on each microlearning topic.

Here are some ways to deliver microlearning, smartly.

6 microlearning examples and tips to go with them

Microlearning comes in all shapes and sizes. Some example formats and techniques you could consider include:
1. Quizzes and games
Test your learners' knowledge with short and snappy quizzes that allow them to gain instant feedback and have fun along the way!
2. Microlearning videos
Easily one of the most engaging formats, microlearning videos can break down larger, more complex topics into interactive modules for learners to follow.

3. Action-led microlearning

This microlearning example encourages learners to be reflective and actively engage with the content by putting their own plan together for developing their skills instead of passively absorbing information.
4. Short scrolling pages
A one-stop scrolling page allows users to access all the information they need on a topic in one, easy-to-follow format. This makes it simple for learners to extract the key highlights of a topic and understand the order of linear processes.
5. Microlearning masterclasses
Combine short segments on theory with speedy demo videos and expert tips to create a comprehensive masterclass menu that learners can work through in small increments .
6. Practical on-the-job learning
This type of microlearning focuses solely on practical, action-based content that users need to focus on their job more effectively. No theory, no time-wasted, just useful, relevant training available on the go.

Take a look at some of these examples in practice below.
Some of the microlearning examples here have been produced using Learning Accelerator templates. This feature helps you create high-quality engaging content 4 Some of these elearning examples can be gifted into your Elucidat account (or free trial) so you can see how they're made and use them as a starting point for your own content! x faster! It's available to all Elucidat customers (and free trial users).
1. A menu of focused topics - learning design masterclasses

Our masterclass microlearning menu. Bottled up with tips, advice and inspirational demos from our network of experienced learning consultants.
Why it works:
This microlearning example pulls together a collection of related topics to help the audience access help as and when they need it.
Sign up to our learning design masterclass for free!

The bite sized topics are clear and distinct, with each one focusing on achieving a specific design outcome for authors using Elucidat. This means no time is wasted searching for the right information

Each Masterclass is a snappy 2-3 minutes long, so getting a refresher of key information doesn't need to feel like an arduous task

Every topic includes 20 seconds of theory, 3-4 in-depth demos, a "how to" and some expert tips - a model that's reused consistently across the whole digital learning suite so users aren't having to learn how to navigate something new each time

2. Microlearning for skill development

When employees are developing their skills, theory isn't enough. To improve, learners need to reflect on their current skill level, understand the practical steps they need to action, and commit to practicing on the job - and that's where interactive microlearning can help.

This example on how to manage remote teams shows how microlearning principles can support this process of skill development.
Why it works:

After kicking off with an attention-grabbing statistic about remote teams, 5 top tips are presented on dedicated pages. This consistent design approach helps to deliver content in short bursts, while keeping a focus on practical steps

Crucially, learners don't just read the tips; they are encouraged to reflect on which ones they want to implement in their teams

At the end of the elearning, each learner creates their own action plan, committing to put their new knowledge into action

This helps employees take ownership of how they develop their skills, particularly where there's not just one 'right way' of doing things

This example was created using one of our Learning Accelerator templates - meaning you can use this template yourself to quickly build your skill development training! This template is free and available to all Elucidat customers (and users).

Learning Accelerator template| See this example

3. On-the-job support

Learning shouldn't be separated from the day job. Short, snappy performance support resources designed to be used "on the job" make elearning practical. They often go down well with learners, as they're designed to be succinct and useful above all else.

This example of a product knowledge resource illustrates how a well-designed, responsive digital resource can put practical performance support literally in the palm of a salesperson's hand.
Why it works:

It's pared right back to only the practical content the user needs to do their job

Images and formatting help to highlight key information at a glance

It offers true on-the-job reference support, as well as just-in-case learning

There's a clear structure, so it's easy to dip in and out at the point of need

It works seamlessly across devices (crucial for real-time performance support)

Giftable | See this example

4. Scrolling 'what, why, how' page

Keep process-based microlearning practical with a focus on what learners need to do, why they need to do it and how to go about it.

This microlearning example about how to wash your hands offers a one-stop-shop resource to upskill learners.

When you're training on a simple and practical process, a short scrolling page that focuses on what, why and how cuts straight to the core information

The scrolling design is perfect for explaining a linear process for the first time as it shows the whole process on one page

The content is broken down into clear visual sections and headings. Each section only takes around 1 minute to interact with, making it manageable and easy to digest

It's also simple for learners to skim when they need a quick refresher later

Why it works:
Giftable | See this example

5. Use of multimedia and microlearning menus

A menu that houses short microlearning topics around a given skill area is another example of providing quick, essential tips that users can turn into action. This interactive helps people build skills in multimedia design for learning.

Produced in collaboration with Nice Media, this microlearning example enables users to sample audio and video content, followed with a single page of concise tips and tricks.

The menu gives the user control over their learning path

Use of multimedia to provide concrete examples for each section brings the topic to life and makes it much more engaging and useful

The navigation menu makes it easy to jump back to the beginning or skip to different sections, rather than forcing users to click through all of the microlearning content

Why it works:
6. Quick onboarding for practical tasks
See this example
New starters have a lot to take in those first few days in their role, but you can ease the learning curve by providing quick, focussed overviews.

Single scrolling pages like those used in this onboarding microlearning example are great for upskilling learners on key tasks quickly.

Practical tasks are broken down into clear, simple steps, making it easy for new staff to get up to speed in a short amount of time

Video demonstrations and checklists provide further support

In-page navigation makes it simple for learners to complete each section of the page

The scrolling design makes it easy to refer back to the content on mobile devices

Learning Accelerator template| See this example
Why it works:
Expert tips to get your microlearning strategy to deliver

1. Be the answer

If there's one lesson to take away from why Google is so popular (and obviously there's a lot more than this!), it's because it answers your questions.

We could call this the three S approach:

In a corporate training context, it can be tempting to take a whole course on; for example, conducting performance reviews and breaking it into bite-sized chunks to make it "micro." But this can still miss the mark. A manager about to conduct a performance review will have specific needs, such as being unsure when to deliver constructive feedback or how to deal with a certain challenge in the conversation. A performance review is a scenario that will be different for everyone, every time, so the digital learning needs to reflect that.

Run a survey to ask your audience what they need help with, and see the results in your analytics dashboard. Then, design for microlearning content for those needs. See how this can be done in practice in this elearning example.

Nick Shackleton-Jones, who rails against the microlearning hype, explains how taking a Q&A approach helps shape resources that are useful and short - read his thoughts here.

2. Be useful

Armed with evidence of what your audience actually needs - as well as some evidence of specific performance gaps that need to be closed - you are now in a good position to create short focused resources that are genuinely useful.

Ignore the plethora of content you might have up your sleeve, and instead focus on designing resources that provide the answers to those questions you've uncovered. Work in specific solutions to the problems your audience is likely to come up against.

Concentrate on the media that can best deliver the help that's needed. Use videos of experts answering specific questions, PDF downloads, infographics, digital guides, interactive diagnostics and more. Curation is king here - the microlearning examples above all do this really well.

3. Be holistic

We don't tend to practice skills or behaviors in a siloed way, but instead, deal with what's in front of us.

A huge benefit of going micro with your digital learning is that you can enable individual learners to build up competency and skills in incremental steps with spaced repetition - keep them coming back to your product for more! This is something we talk about in this related microlearning article.

If you're brave, you'll not only go micro, but do it holistically. Consider being topic agnostic and designing a microlearning strategy that focuses on enabling individuals to work toward personal improvement goals. For example, goals to perform as better team members, self-leaders, collaborators, motivators, creators, leaders of others and more can each share the same resources - as well as some that are particular to that area. Users can be empowered to use the resources and experiences on offer to reach an overarching goal, with a little guidance.

Check out the way curious.com approaches its microlearning topics.

While not all learning is workplace related, chances are you'll inspire more people to use your content if there's an obvious personal development goal (i.e., Do I put a hazard sign up over the spill in the kitchen because of my health and safety training, or because I care about others?).

Re-think your categories and tag multiple resources so they can sit under multiple "holistic" umbrellas. The added benefit to designing holistically? Your microlearning strategy can help you identify and build business leaders for the future.

3 hurdles to overcome before embarking on microlearning

Cutting down your content still comes with some obstacles you need to acknowledge and overcome.

1. Shine through - Given the amount of digital and workplace tasks and noise thrown at people, microlearning has to be really good to engage an audience at all.

2. Actually help - You're being paid to improve performance. Working up "content" does not equate to effective learning experiences, or useful performance improvement resources.

3. Personalize - One person's useful resource is another's white noise.

Final thoughts

Congratulations for making it to the end of this article. Your attention span made it! (Plus, the whole attention span spin isn't necessarily true - and neither is the myth about goldfish memory!).

Don't be scared to go deeper - microlearning isn't always the right approach. A lot of learning needs dedicated time to build up and stick. Here are some tips on how to really deliver with microlearning.

The key to any successful digital learning project is to hone in on the goals and create solutions that work for those and the audience(s). If you're not sure on the best approach for your elearning project, download our project planning template. Or see this useful guide to elearning best practice, including microlearning!

And, if you're looking to compare authoring tools don't forget to check out our best elearning software review blog.

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The best microlearning examples to inspire you for 2022

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With so many jumping on microlearning's bandwagon, is it the big L&D heist many experts argue - or is promise lurking? As always, it comes down to execution. We've shared 6 top microlearning examples and best practice tips to help you hit the mark.

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Audible UK | Free Audiobook with 30-Day Trial

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See audible.co.uk/FT for eligibility. Audible is home to the best podcasts, audiobooks, drama and documentaries with over 700k audiobooks and Original Podcasts to choose from.