Lyn Learning
Short, focused videos — typically two to five minutes — outperform long-form training in several measurable ways:
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Retention is higher when content is delivered in focused segments rather than hour-long sessions
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Completion rates are better when staff can watch on their own schedule and their own device
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Consistency is guaranteed — every viewer gets exactly the same information, every time
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Reusability is built in — the same video can be used for new hire onboarding and annual refresher training
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Documentation is easier — video platforms track who watched what and when
Micro video isn't a replacement for in-person or hands-on training. It's the right format for the content that needs to be explained clearly, delivered consistently, and documented reliably.
Microlearning For Today's Workforce
Why Micro Video Works for Training
Fast Production. Transparent Pricing. No Subscription.
Many organizations have been burned by video production before experiencing long timelines, high costs, and results that need to be redone. And forget about producing videos in more than one language.
Lyn Learning was built around a different model.
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Delivery in 2 to 4 weeks from content approval
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Flat one-time production fee — no subscription, no per-view charges
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Unlimited license to use your videos however you need
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English and Spanish narration included in every production
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AI-narrated production that delivers professional quality at roughly 25% of traditional production costs
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Optional digital avatar for a more personalized on-screen presenter
Whether you need one video to solve an immediate training gap or a library of content to support a full onboarding program, we work at the scope that fits your organization.
Lyn Learning Building Psychological Safety_ Asking Open Ended Questions
A micro video on asking open-ended questions to promote collaboration and psychological safety.
Training Today's Multi-Lingual, Mobile Workforce
Keeping today's workers safe and trained requires new tools and techniques.
Blog Post: The People Talking to Your Customers Every Day Might Be Missing Half the Training
Blog Post: When Safety Training Gets Lost in Translation, Workers Pay the Price
Workplace Accidents
OSHA estimates that 25% of workplace accidents involve a language issue
Foreign Language Speakers
20% of the US Population speaks a foreign language at home.
Our videos are available in 100 languages.
Mobile First Workforce
With deskless mobile workers, providing training on their phones makes the training accessible and easy to take in short segments.
Your Videos
Mobile and Phone Ready
No desk or classroom required.
Videos can be shared via phones, ipad, or breakroom/work trailer TVs for safety briefings and discussion.
Familiar Face
Choose a familiar face as the avatar and your employees can then relate to the person providing them the training. This can help to build engagement.
Tracking
Load the videos into a learning management system or a project management system to track how they are used.
100 Languages
All of our videos come in English and Spanish. We can offer 97 other languages through the avatar being able to speak other languages without you needing to take any language classes.
Designed to Last
Updating is easy. Change the script text and generate a new video. The avatar does the work. No more complicated reshooting of videos.
Create Your Library
We can take your pdfs, powerpoint presentations or scribbled notes and turn them into videos that help you to save time, provide consistent training and a way to reach all employees, regardless of their native languages.
Teambuilding Video Example
Engaging with Flexibility
This video was recorded using an avatar of a real person. The person made a short 2-minute recording. Then, this video was created by giving the digital avatar the script for the video.
Using digital avatars cuts the cost of video production dramatically because a person no longer needs to be in front of a camera to record the content.
What is Micro-Learning?
Micro-learning is a training approach that delivers content in short, focused bursts, typically 3 to 5 minutes, targeting a single concept, skill, or behavior at a time. Rather than pulling employees away for a half-day workshop and expecting them to retain and apply everything they heard, micro-learning meets people where they are: on their phones, between tasks, and in the moment when the content is most relevant.
Effective micro-learning is intentionally designed around how the brain actually learns, which means focused content, immediate application, and repeated exposure over time.
Benefits of Micro-Learning for Organizations and Learners
The advantages of microlearning extend far beyond its convenience. Key benefits include:
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Improved engagement rates, as shorter modules maintain attention and motivation
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Higher completion rates due to the manageable time commitment
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Better knowledge retention through focused, specific content
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Increased flexibility in learning schedules, with mobile-first learning at learners’ fingertips
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Immediate application of learned concepts
Frequently Asked Questions about Micro-Learning
What is micro learning?
Micro learning is a training approach that delivers content in short, focused segments, typically 3 to 5 minutes, targeting one concept or skill at a time. It is designed to fit into the natural flow of work, reach employees on mobile devices, and reinforce key ideas through repeated exposure over time rather than a single intensive training event.
What is the forgetting curve and how does micro-learning address it?
The forgetting curve, identified by Hermann Ebbinghaus, describes the rapid rate at which people forget new information without reinforcement, up to 70% within 24 hours and up to 90% within a week. Micro-learning addresses this through spaced repetition: returning to the same concepts at regular intervals, each time strengthening retention. Because micro-learning modules are short and mobile-friendly, they can be deployed frequently without fatigue, making consistent reinforcement practical for the first time for most organizations.
How is micro-learning different from a short video?
A short video is a delivery format. Micro-learning is an instructional design approach. Effective micro-learning has a single, clearly defined learning objective; content structured to build toward that objective; a reflection question or discussion prompt; and a specific action step. The video is the vehicle, the learning design is what makes it effective. Culture Coach modules are built with all of these elements intentionally.
Is micro-learning effective for compliance and safety training?
Yes. Micro-learning is particularly effective for safety and compliance content because it can be deployed in the moment and in the location where the knowledge is needed, on a job site before a task, in a clinical setting before a patient interaction. For organizations with distributed or mobile workforces, it is often the only format that reaches the people who most need the training.
How does micro learning work for employees who aren't at a desk?
That is precisely the workforce micro learning was designed for. Lyn Learning modules are built for mobile delivery, watchable on a phone, accessible through a text message link, a project management platform, or an internal intranet. No desk, no login, no scheduled training time required. For construction crews, healthcare workers, and other field-based employees, this is the difference between training that reaches them and training that doesn't.
How much time does micro-learning require from employees?
Each module requires 3 to 5 minutes to watch, plus whatever time the organization allocates for the discussion question or action step, typically 5 to 10 minutes in a team huddle, safety briefing or meeting.
Can micro-learning replace instructor-led training?
For some goals, yes. For others, a combination is more effective. Micro-learning excels at reinforcing behaviors over time, reaching mobile-first employees, and delivering consistent messaging at scale. Instructor-led training excels at building foundational awareness, facilitating complex discussions, and creating shared experiences across a team. Culture Coach uses both, and can help you determine which combination is right for your specific goals and workforce.
How do you measure whether micro-learning is working?
Measurement can include video completion rates, pre- and post-knowledge assessments, behavioral observation by managers, and longer-term organizational metrics such as engagement scores, safety incident rates, turnover, and patient satisfaction.
What is a spaced reinforcement campaign?
A spaced reinforcement campaign is a planned sequence of micro-learning touch points delivered over weeks or months, designed to return to the same core behaviors repeatedly and from different angles. Rather than covering a topic once and moving on, a spaced campaign treats behavior change as a process, introducing a concept, reinforcing it, deepening it, and ultimately embedding it as a habit. This is the most effective structure for sustained culture change, and it is the approach Lyn Learning uses for organizations committed to long-term results.