Applicability
The Microtraining method can be applied to learning situations withinOrganizational requirements
With regard to organizational requirements, facilitating the new learning concept byDidactical principles
The Microtraining method is based on several current learning theories and concepts, one of the most important of which is the theory ofThe method
Microtraining sessions are structured as follows: 1 Active start (3 minutes) * Start with a mental activity e.g. thinking, reflecting, organizing and comparing * Communicate the goal of the session 2 Exercise / Demonstration (6 minutes) * Connect with different learning styles by using a combination of pictures, sounds and text * Stimulate the learning process by giving concrete examples 3 Feedback/ Discussion (4 minutes) * Ensure effective, direct and positive feedback * Stimulate both discussion and knowledge sharing between participants * Check if all participants really understand the content by asking questions 4 Conclusion: What's next? How do we learn more? (2 minutes) * What are the topics we will discuss during the next meeting(s) * Discuss how to retain the knowledge * Stimulate involvement and ensure participants leave with a clear goalReferences
* Cross, J.: Informal Learning: Rediscovering the Natural Pathways that Inspire Innovation and Performance. Pfeiffer, San Francisco, 2007. * De Vries, P., Lukosch, H., Pijper, G. (2009). Far away yet close: the Learning Strategy of a Transport Company. In: Conference Proceedings ICWL, International Conference on Web based Learning, Aachen. * Jonassen, D., Mayes, T., & McAleese, R.: A manifesto for a constructivist approach to uses of technology in higher education. In T.M. Duffy, J. Lowyck, & D.H. Jonassen (Eds.), Designing environments for constructive learning. Springer-Verlag, Heidelberg, 1993, pp. 231–247. * Jonassen, D. H.: Instructional Design Models for Well-Structured and Ill-Structured Problem-Solving Learning Outcomes. In: Educational Technology Research and Development 45 (1): 1997, pp. 65–94. * Lukosch, H., De Vries, P. (2009): Mechanisms to support Informal Learning at the workplace. In: Conference Proceedings of ICELW 2009, International Conference on E-Learning in the Workplace, NY. * Lukosch, H., Overschie, M.G.F., De Vries, P. (2009): Microtraining as an effective way towards sustainability. In: Conference Proceedings of Edulearn09, Barcelona. * Overschie, M.G.F. and A. van Wayenburg: Microteaching Manual: Effective transfer of knowledge for Sustainable Technological Innovation. TU Delft. On http://www.microteaching.org, August 2007. * Siemens, G.: Connectivism: A Learning Theory for the Digital Age. In: International Journal of Instructional Technology and Distance Learning, Vol. 2, No. 1, 2005. * Tynjälä, Päivi: Perspectives into learning at the workplace. Educational Research Review 3 (2008), pp. 130–154. * Vygotsky, L.S. Mind and society: The development of higher mental processes. Harvard University Press, Cambridge, MA, 1978. Applied learning