Having a workforce that thinks, creates, contributes and innovates for a business is a dream come true. Bloom’s taxonomy used consciously in microlearning helps you make that happen. It goes a long way in making your microlearning approach purposeful.
Let’s understand how!
Bloom’s Taxonomy- the Basics
Bloom’s pyramid above shows two ends of a continuum.
On one end of the continuum, you have basic capability of your employees being able to just recall facts to perform their jobs. This too is critical in delivering quality and productive work.
On the other end, however, you have the more complex and highly-evolved capabilities where your learners becomes creators and contributors of original work. At this stage learners are able to contribute things that are far more meaningful, valuable and impactful for a business. Now, who wouldn’t to have such high performing and contributing employees!
When you aim at nurturing creative and innovative workforce, you rise above the struggle of dealing with forgetfulness (Ebbinghaus’ forgetting curve).
Gaining mastery in skills helps your workforce to deliver results even in the most demanding, complex and difficult work situations.
It’s nothing short of a jackpot to have a workforce that’s loaded with superior thinking, understanding, comprehension and synthesizing capabilities.
How Microlearning Helps Build Higher Thinking and Innovative Capabilities
By using the microlearning approach in your overall training initiative helps you get sustainable Training ROI. It allows you to incrementally enhance your learners knowledge, skill and capabilities to superior-levels on an on-going basis.
Role of a good microlearning platform
A pre-requisite to do this is a robust microlearning platform that’s fast, fun and truly effective. A good microlearning platform actually helps a learner breeze through these 6 cognitive stages proposed in Bloom’s taxonomy viz. remember, understand, apply, analyse, evaluate and create.
A robust microlearning platform works as a real catalyst in enhancing learner capabilities. Transformation from simple awareness levels to mastery becomes easier when conscious and deliberate efforts are made by Training managers and developers.
Further, a good microlearning platform is also built upon strong algorithms that measure a learners proficiency and learning curve on-the-go. It also offers you insightful data based on relevant parameters like their department, date of joining, and job-profile.
Separately, microlearning content and formats must be designed in a way that transformation from simple remembering what-to-do to a higher-level of contributing original work at workplace becomes easier.
Bloom’s Taxonomy Simplified: the ‘4 Stages’ Classification Used in Microlearning
Given below is the Bloom’s taxonomy in a more simplified version with 4 learning levels.
Awareness → Explanatory → Practitioner → Mastery
|Bloom's taxonomy 6 stages
|Reclassified 4 stages
|2 [Lower Middle]
|3 [Upper Middle]
|Analyse, Evaluate, Create
A learner progresses to a level of mastery with spaced repetition, by increasing level of difficulty, and offering the same information in different contexts. Each learner can be treated uniquely using a robust AI-driven microlearning platform that not only creates content, but also monitors a learner’s performance based on each one’s learning styles and learning progress.
4 stages explained with an example…
|Can recognize and recall the information.
|Content is closely tied to the Key Learning Point in a microlearning lesson (KLP), and the learner can identify and recall the KLP with a high degree of accuracy.
For example, if the KLP is: Do not engage in situations where a conflict of interest arises.
When you check for understanding, the result of a test/quiz is that your learner shows an awareness of this information.
|Can classify, interpret, and explain the information (elevator speech)
|Content builds upon the KLP, and checks knowledge that is needed to fulfill the KLP.
Your learner is deemed proficient if she/he is able to explain or expand upon the KLP. Hence, this is called the explanatory stage.
|Can apply the information to different situations.
|The content presents scenarios and asks the learner to apply the KLP to different use cases.
For example, your cousin works with a vendor seeking business of your company, and you award the contract to that firm knowingly.
In this scenario, the learner is able to demonstrate exactly what to do like a sound practitioner
|Can analyze, evaluate, improve, and create
|The learners create their own content, working through use cases, working groups, and professional orders. They generate new ideas, designs, or products based on existing knowledge and skills.
Your learner gets adept at create content. She/he offers subject matter expertise for new work ways and suggest. A learner who has gained mastery offers inputs for innovation, change, transformation, improvisations etc.
At this stage, your learner becomes a subject matter expert (SME), and can view very complex issues or scenarios with ease. The employee gains unparalleled mastery, and is ready to contribute meaningfully even to set-up new processes, procedures and policies etc.
With the right in-built algorithms in a good microlearning platform, you get to measure and quantify a learner’s learning progress through these reclassified 4 stages of Bloom’s taxonomy.
To conclude, a learner’s transition from Awareness to Explanatory to Practitioner to Mastery makes your organisation truly vibrant. Your workforce gives you a strategic competitive advantage that’s valuable, rare, costly-to-imitate and non-substitutable.