January 22, 2026

Joey Chestnut holds 55 world records. He’s not the strongest man on the planet, or the fastest. He didn’t swim across large bodies of water or hike to the farthest reaches. He is a world champion eater. Ever since Joey won the 2007 Nathan’s Famous Fourth of July Hot Dog Eating Contest, his iron stomach and strong jaw have gone on to compete in timed eating contests that led to world records for eating the most chicken wings, hot dogs, grilled cheese, jalapeno poppers, shrimp, and more.

Most of us have no desire to consume dozens of hot dogs with buns in 10 minutes (let alone 76 like Joey’s record!). Yet, there is something all of us can learn from Joey’s success. When he approaches the platter piled high with food, he doesn’t dive in and try to consume an entire hot dog in one gulp. No. Joey takes bites. 

Sure, there’s a lot more to his technique, but at its core, this simple distinction matters most. Joey doesn’t attack a big plate overfilled with burgers or Twinkies by focusing on the whole pile and large chunks. He breaks it all down into bite-sized pieces and works his way through it. We could apply this approach to a lot of things in your day-to-day life, from developing new habits to reaching daunting goals and finishing game-changing projects. Today, however, we’re going to look at what bite-sized learning looks like and why it might be the right fit for you (and your teams).

What is microlearning?

Microlearning is breaking down a large amount of new information into smaller, short learning modules. Makes sense, right? There’s more. Typically these short bursts of learning opportunities aren’t just brief instructional modules. They are also focused on being engaging. They may be portable (digital modules you can access on your phone, for example) and fun, utilizing videos, games, and simulations to engage students in an immersive, albeit brief, experience.

It’s Not New

Corporate trainers and other educators may be talking about microlearning like it’s a new trend, but it’s not. In fact, the premise of microlearning is based on a theory developed by Hermann Ebbinghaus in the mid-1880s. Ebbinghaus introduced us to concepts like the “learning curve” and the “forgetting curve.” What we call microlearning taps into the science of how we retain information that Ebbinghaus documented. 

Short bursts of info that you review (or apply) on a regular basis improves your ability to retain new skills and information. As an applied instructional approach, small bite-sized lessons have been used long before we created digital interfaces for them; however, the practice has increased over recent years. 

The Pros of Microlearning

You and your team can benefit from microlearning sessions. Benefits include: 

• Fits the Schedule – We’re all busy. Between our demands at work and our responsibilities at home, we’re all juggling multiple full plates at the same time. Carving out time to take a traditional workshop or course may not fit your schedule. However, squeezing in a 10-minute interactive learning session that entertains as much as it teaches is doable. 
• It’s Flexible – This approach tends to be asynchronous, meaning your team may all walk through the same modules but not at the same time. You can watch a short video or engage with a simulation on your phone while riding the train to work or while you sit on hold waiting for the meeting host to jump onto Teams and start the call.
• Improved Recall – You’re more likely to retain small bites of information as opposed to longer sessions with lots of details.
• Works with Our Attention Spans – It’s not your imagination. Research has shown that the average attention span is shrinking. Dr. Gloria Marks found that the average amount of time users will sit on a single computer screen has decreased from 2.5 minutes to 47 seconds. One study found that we tend to switch away from tasks to check our mobile phones multiple times a minute. Microlearning fits into our diminished focus and penchant for mobile devices. 

The Cons of Microlearning

Of course, encapsulated learning modules are not the right fit for every student and every lesson. Potential drawbacks include:

• Surface Level Learning – Short bursts of asynchronous learning on your mobile phone (especially in an edutainment format) is unlikely to provide the sort of depth and detail needed to master complex subjects or completely new skill sets. To fit in the nutshell of a short session, material may be stripped down and simplified, making it difficult to effectively teach subjects that require a deeper understanding.
• Disconnected Framework – Learning in batches on your own time may disconnect the info you’re studying from the bigger picture. Students may master new skills but fail to see how it applies to the big picture. Some of this can be mitigated by offering training modules as part of a larger unit that focuses on specific objectives or skill development. This helps you and your team connect the dots and chain each instructional module together in context. 
• Lack of Give & Take – There’s something to be said for group settings and instructors. There’s value in the give and take in a classroom. Microlearning modules limit opportunities for interaction. It may work fine for certain topics and applications, but it shouldn’t become your only learning option. Discussion, debate, and sharing ideas is invaluable.
• Contributing to Distraction – Experts like Dr. Marks offer us tips and tricks to improve our concentration and focus. Applications like microlearning, on the other hand, play into our decreased attention pans and distraction. These short burst sessions can make it easier for us to get distracted and lose focus – especially since we’re often accessing these modules on our phones, putting those cat videos and watercooler chat about the latest trending topic at our distracted fingertips.