L&D professionals are continuously being mandated to prove demonstration of learning through changed workplace behaviour.
Neurological research has proved that, learning is most effectiveness when learners are put through a cycle of doing, assessments, and learning.
There is a higher probability of habit formation, and therefore workplace behavior change, when engaging learning is capsuled into micro-nuggets, each presenting new and interesting facets, and which are spaced over time. This forces learners to "retrieve" and “store” information again and again, creating new learning pathways.
This gives them an exposure to new skills and ideas over time, while being assessed, at each short juncture.