Forget Me Not Blog Posts

6 min read

Little and Often - Consistent Chunking

By James Stack on Nov 10, 2020 7:00:45 AM

Learn-Wellbeing-Resilience-forgetmenot-microlearningIn our last blog, we presented three core principles that serve as anchor points for best practice digital learning. One of these anchor points was the idea of ‘little and often’ which is scrutinized more deeply in this post.

The human brain is a wonderful piece of (biological) technology. It is literally designed to quickly let go of millions of bits of data (in the form of images, words, and sounds) it encounters daily while selectively storing only small amounts into memory. Our biological approach, to data management, can easily work against us remembering the things we learn!

When you combine the brain’s preference to quickly jettison data with the demands of modern learners who have only 4.2 minutes a day to learn, the value of ‘little and often’ becomes clearer.

If the brain needs to be ‘prompted’ to store knowledge (achieved through learning) and this prompting needs to fit in with the demands of a modern lifestyle; it makes sense that learning experiences should be little

given that the experiences will be easier to store…

and therefore, will require less prompting…

and the experiences can more easily be squeezed in between other priorities and responsibilities the learner is managing.

But what does ‘little’ look like?

Forget-Me-Not-LearningMicrolearning provides one way of visualising ‘little’ digital experiences. Microlearning uses short, focused interactions targeting an increase in learners’ knowledge and skills across a single topic.

Microlearning fits seamlessly into modern learners ‘bite-sized lives’ – where everyone is multitasking and quickly changing between modes of work, travel and socialising.

As a result, microlearning needs to be ubiquitous… learning needs to happen everywhere (in fact anywhere) and whenever the learner has time.  But it doesn’t mean we flood or inundate learners… it’s about establishing a personalised rhythm (that fits within a negotiated organisational schedule or program).

Little = Chunks

Chunking provides another way of visualising ‘little’ digital learning experiences. Chunking helps us get around the short-term memory challenge which is based on the observations that the average learner can only manage seven pieces of information in short-term memory, at a time.

By chunking complex concepts into a sequence of little ideas. We support the learner to progress over time to the complex concept by adding one little idea to another little idea… and so on. Chunking helps us avoid cognitive overload and helps create new neural patterns which is the basis of learning.

Forget-Me-Not-chunking-daily-learningMicro-learning is a form of ‘digital chunking’… and just like Barbara Oakley says:

“Chunking is the mother of all learning — or at least the fairy godmother!”

And Barbara should know; she does after all co-teach the world's largest online course: “Learning How to Learn”.

The Big Advantage of ‘Little’

Forget-Me-Not_App_Demo-32So, our brain and our digitally dependent lifestyles can take advantage of an approach to learning that chunks knowledge and skills into microlearning experiences that are continuously consumed at a time and place set by the learner.

Consistently engaging with a supply of digital learning chunks establishes a rhythm and learning becomes habitual.

If this all makes sense, then why isn’t everyone adopting a ‘little and often’ strategy?

Why do our designs rely so heavily on intensive training rather than consistent training?

We need to find a way to support continuous, habitual learning using easily accessible stream of chunked digital experiences!

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Since about 2014

forget-me-not_learnersMost research indicates mobile use levels have outstripped time spent on ‘traditional’ computers such as laptop since about 2014. And as part of this trend we have witnessed the rise of mobile ‘apps’.

Interestingly app users tend to adopt a “little and often” approach – users swap quickly from app to app as part of the bite-sized lifestyle.

The mobile phone-app environment tends to encourage consistent (and frequent) engagement over irregular intense engagement.


Bruce-lee-consistency-vs-intensityConsistency vs Intensity

When it comes to comparing consistency and intensity, Bruce Lee has this space covered… check Google out if you don’t believe me!

Simon Sinek emphasises the importance of consistency… he believes if you are interested in outcomes focus on consistency!

Simon believes we like intensity because it is easy to measure!

Pete Huang compares examples and the benefits of intense versus consistent learning regimes.

Of most interest is the learning approach designed by Karen Cheng called “Give It 100”. The "Give it 100" approach proposes and supports the concept of a 100-day challenge. Karen Cheng argues that through consistent application over 100 days you can gradually but confidently improve knowledge, skills and performance in a targeted area. Everyday learners share a 10-second video of their progress, tracking achievements every step of the way.

To support the modern learner build a continuous learning habit we need to:

  1. promote the consistent and frequent use of chunked digital experiences
  2. make chunked experiences accessible via apps
  3. encourage sustained participation by tracking and sharing gradual improvements and mastery!

forget-me-not-memory-app-muscle-coachAPP Learning

We can see examples of how little and often, delivered by an app, changes people through weight-loss programs, fitness programs, the “Give it 100” strategy and even language training programs. So why not leverage this successful formula and drive workplace learning through the roof in your organisation?

It's in your hands… you can remain committed to intensive approaches to learning because they are what people expect and they are easy to measure. Or you can explore the potential benefits of building a continuous learning habit that delivers sustainable improvements over time.

My guess is that if you are still reading this post, you’re committed to the concept of ‘little and often’ and you subscribe to the benefits of a continuous learning habit in the workplace. Low-cost technology is already available in the market to support your exploration of these ideas.

But maybe before you start downloading apps and working out which one provides both value for money and the outcomes your organisation needs… think about building support inside your organisation for a pilot or test & learn strategy that shifts the focus from intensive learning to consistent learning rhythms


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5 min read

Microlearning. The superpower your business needs.

By James Stack on Oct 29, 2020 2:18:06 PM


Right now your training consulting business is Clark Kent. Hard-working, reliable and trustworthy. But what if we told you that with some help, your consultancy could pop into a metaphorical phone booth and emerge as a superhero, or in this case super consultancy. With these training superpowers you could start to change the world, advancing knowledge for the good of us all.

Powers that revolutionise the way employees learn at work.

Would you want to find out more?

Of course you would!

So take our hand and hold on tight. We’re about to take you on a journey that will change the way you think about learning.

Superpower me up

Meet traditional learning

power-up-your-consultancy-with-micro-learningIn every superhero story there has to be a super-villain. And ours is no exception. The villain in our story is traditional learning and it has been around (and doing the same thing) for a very long time.

It takes the form of one size fits all, the leadership program with an upfront diagnostic, some workshops with a sage on stage and then a few follow up action learning or reflective activities. At least the workshop format is better than the alternative. PowerPoint presentations converted into eLearning modules pushed out by the LMS with an expectation that you do it once and somehow, you’ve mastered that skill or knowledge domain.

To make things worse, traditional learning is often extremely linear in its approach and only allows everyone to learn at one pace. That of the slowest.

As a result, it often leaves learners feeling dull and unmotivated.

The result? Information that goes in one ear and comes out the other.

It’s clear the world needs a broader mix of learning options to help people feel confident in their job role and thrive at work.

Who will save the day?

1-5-minutes-a-day-microlearning-forgetmenotRemember the name 


Forget Me Not is a revolutionary mobile-first app that continuously builds knowledge and skills by engaging learners in regular 5-minute learning challenges. These repeat over days and weeks, until the knowledge is mastered.

It’s based on three key principles:

1. Little and often

Regular bites of learning and quizzing enhance knowledge retention.

2. Regular breaks are critical to embed learning 

Overloading or “cramming” the brain doesn’t create knowledge that “sticks.” Regular breaks allow the brain has time to digest and decode key info.

3. Questions are more important than answers

We believe that it is questions that drive people to actively retrieve a piece of knowledge and this results in improved retention and workplace practice.

Microlearning, the source of our superpower

Become a training superhero with micro-learning.Our superpower doesn’t come from the sun or from a radioactive spider. It comes from microlearning, a technique that breaks down job role knowledge into topical, bite-sized chunks that are easier for employees to access (because they learn at their own pace) and better for business.

This allows employees to build their knowledge, skills and confidence in a timely manner that is convenient to their busy lives.

According to the Journal of Applied Psychology, microlearning makes the transfer of learning 17% more efficient.

Not only that, but it neatly removes the problem of filling their minds with information that is not relevant.

And, because of its social media type format and emphasis on acquiring knowledge rather than just “googling” it, microlearning also leads to 50% more engagement.

How super is that?

Micro-learning. Super-easy, super-flexible, super-effective.How Forget Me Not can super-power up your training

So now you know what Forget Me Not can do, let’s talk about what it can do for you and your training consultancy.

First up, Forget Me Not is going to help you stand out from your competitors. Just as a musclebound man in blue skin-tight costume, red cloak and external underpants, stands out.

Its power lies in its flexibility. It can be used anywhere and at any time during a learner’s journey. Because of this, it is perfect for building awareness, strengthening lessons learnt and helping to prompt the recall of key job role knowledge.

Forget Me Not can also be used in lots of ways to expand your market reach. It can help improve levels of client satisfaction and enhance learning outcomes delivered by your programs. Plus, it provides a way of digitising your training product, and this can broaden your delivery options and build new revenue streams. So don’t let your training consultancy fall victim to the perils of Traditional Learning. Embrace a new way of micro-learning that:

  • Fits in with the busy time-poor lifestyles of today’s employees.
  • Can be utilised anywhere
  • Allows relevant task-related learning happen on the job
  • Works in sympathy with the brain’s natural way of absorbing information
  • Helps employees build their knowledge, skills and confidence.


Traditional learning has met its match.
The future belongs to a new type of learning hero.


Superpower me up

Power up your consultancy with microlearning, forgetmenot.

I’m committed to helping our clients build the competence and confidence of their teams. To subscribe to this blog send your email below.

3 min read

Build a daily Microlearning habit

By James Stack on Oct 25, 2020 3:48:07 PM

5 minute microlearning habit. Forget Me Not App

Over the last few years, like many in corporate HR, I've been drawn to Josh Bersin's research and insights. He has provided us with a perspective on the modern learner. Designing workplace learning solutions for these modern learners inspires our research and development activity at Obvious Choice.

It got us thinking about a little and often learning strategy to help constantly interrupted employees learn at work.


Why We MUST Call TIME on traditional Training? 

A Bersin by Deloitte study, claims most employees only have 24 minutes a week to focus on their own training and development. That’s just 1% of their working week. Today's time-poor workers no longer have time for traditional training programs. But they must still learn new skills for work. It feels like a suckers choice for us designing learning solutions. It doesn't have to be. If you want to keep employees motivated and engaged your business must find new ways to support a continuous learning habit.

Humans are forgetting machines

Spaced repitiiton. Forget Me Not microlearningTo further compound the problem of traditional training, recent replicated studies of the Ebbinghaus forgetting curve, suggest that any information employees do take in is often in one ear and out the other. In you believe in forgetting curve folklore, 50% of any new knowledge is forgotten within an hour of learning it, with this figure rising sharply to 70% within 24 hours if it is not followed up with some sort of spaced repetition.

Clearly, a traditional approach to L&D cannot cut it within these parameters. Businesses can no longer afford to spend money on training that creates waste. What is the point investing time and money in creating training programs, if employees are unlikely to retain the information or more importantly apply it on the job. 

So, is it possible to teach your employees useful and relevant information in a way that fits into the flow of work? Can you start to leverage the science of learning to enhance your practice?



elearning alternatives. ForgetmenotQuestions are a powerful learning tool but …

We have been focusing our energy designing questions mostly for the wrong things with very little pay-off for the individual employee or the business. eLearning quizzes are a measure of rote learning. We need to start using questions as practice retrievals events. Combining practice retrieval events (questions) with the spacing effect leads to learning that sticks, when employees need to apply or remember something or adapt performance to a job situation.

Forget Me Not is a mobile-first app that continuously builds knowledge and skills by engaging employees in regular 5-minute microlearning challenges. These challenges or practice retrieval events repeat over days and weeks until the knowledge is mastered.

It's based on three key principles:

1. Little and often

Regular bites of learning and quizzing enhance knowledge retention.

2. Regular breaks are critical to embed learning 

Overloading or “cramming” the brain doesn’t create knowledge that “sticks.”

3. Questions are more important than answers

Questions drive people to actively retrieve a piece of knowledge and this results in improved retention and workplace practice. 

“It’s like having your very own memory coach.
And it’s all wrapped up in a natural social-media chat experience.”

- David Becker
Chief Learning Officer - Obvious Choice


Yes, I want to sign up

I’m committed to helping our clients build the competence and confidence of their teams. To subscribe to this blog send your email below.