Learning & Development in Small Bites  

Learning and Development

Learning & Development along with leadership and goals forms the overall reference against which the performance management system should be desigend. An organization giving equal emphasis on all the three factors will accelerate its journey towards building long-term human capital


Learning & Development in Small Bites


Food taken in small bites can be chewed easily and digested quickly. This same philosophy is applied in training as well. Instead of marathon classroom sessions, it is better to give the employees small bite-sized pieces of training information which they can process easily.

This is an alternative approach to the class-room methodology adopted almost universally. Classroom methodology implies that the employees are generally gathered in a group and meet to attend a training session held by the trainer(s) in a separate room/hall for a defined period of focused time and which is aided by the usual visual tools such as white-board, presentations, role-plays etc. As compared to this, the “Small Bites” approach believes in the philosophy that the participant must be given only as much he/she can ‘chew and digest’ in a single go. Classroom approach tends to be exhaustive and concentrated in its coverage and crams a lot of material into the minds of the participants, in one single go. This is met with varied degrees of success, but mostly with low retention and application. As opposed to this, the ‘small-bites’ methodology involves the use of short videos, voice broadcasts, text messages, small addresses and mails to deliver bite-sized pieces of training material to the employee which he/she can easily understand and apply immediately in his/her performance. The ratio of employee’s attention vs. the amount of information to be processed is much higher in this process at every instance of training-download. Allowing gaps in between these small “bites” provides for “watch-periods” too where the employee gets a chance to immediately apply what he/she has learnt and the trainer can immediately assess the effectiveness of the download given to the employee. Thus, the execution quotient of the employee rises slowly but steadily.