This article outlines some best practice recommendations for deploying Curations by Big Think+ that will strike a balance between sustaining progress and allowing reflection, making the programs more impactful and sustainable.
1. Anchor the Program in Clear Leadership Competencies
Why it Matters:
A focused competency framework ensures microlearning feels relevant and aligned to business needs. This prevents the program from becoming “nice-to-know” and instead positions it as essential for leadership readiness.
You may opt to revise the Section Titles and/or Descriptions within the Curations so participants see a clear link between the lessons and leadership growth within the context of your organization.
Note: any of the pre-curated video Lessons or content can be removed and replaced with different Lessons or supplemented with your own content.
2. Use a Blended Microlearning Approach
Why it Matters:
Pairing short content with live or guided discussions maximizes retention and transfer. Learners gain both quick insights and the opportunity to deepen understanding through conversation and practice.
Pre-work: Assign a Lesson to spark reflection.
Live/virtual touchpoint: Use a group discussion, coaching circle, or workshop to apply concepts.
You can create discussion break points in the curation itself where you can insert links to your virtual meeting platform (such as Zoom or Microsoft Teams) or placeholders for in-person meetings for virtual or hybrid blended deployment.
Follow-up: Reinforce with a related Lesson or self-reflection activity to drive retention.
3. Design a Cadence That Fits Workflows
Why it Matters:
Microlearning works best when it fits seamlessly into daily routines. A steady, predictable cadence prevents overwhelm and reinforces habits over time. Selecting the right pacing ensures participants have enough time to absorb concepts, practice skills, and apply them on the job without feeling overwhelmed. Too fast, and learning becomes superficial; too slow, and momentum and engagement can fade.
Use “drip learning” - release one theme at a time instead of flooding learners with too much content.
Weekly or biweekly Lesson drops (5-10 minutes maximum) keep momentum.
Aligning release timing with performance cycles or organizational priorities.
4. Facilitate Social Learning & Peer Connection
Why it Matters:
Learning sticks when participants reflect and share with others. Social learning builds accountability, broadens perspectives, and fosters a sense of leadership community.
Encourage participants to discuss insights in peer learning groups or manager-led huddles.
Use a discussion guide with prompts like “What’s one idea from the video you can apply this week?”
Tip: All Big Think+ Expert Classes offer Discussion Guides for a variety of audiences.
Sample from a Team Manager Discussion GuideLeverage the Conversation tab in Big Think+ or other platforms (such as Slack, Microsoft Teams, LMS discussion boards) for ongoing reflection.
5. Support Managers of Emerging Leaders
Why it Matters:
When managers reinforce lessons, participants are more likely to apply them. This creates a culture of coaching and ensures new skills don’t stay siloed in the classroom.
Provide managers with short “leader as coach” guides or companion questions.
Encourage managers to observe participants applying new behaviors on the job and give feedback.
6. Embed Practice & Application
Why it Matters:
When managers reinforce lessons, participants are more likely to apply them. This creates a culture of coaching and ensures new skills don’t stay siloed in the classroom.
Pair Lessons with micro-challenges such as “This week, delegate one task and reflect on how it went.”
Use journaling prompts, role-play, or scenario-based activities in between lessons.
Promote the use of the Prepare and Practice questions in the Big Think+ platform; you can use these as baselines for group discussions.
Encourage participants to share success stories and lessons learned with their cohort.
7. Measure at Multiple Levels
Why it Matters:
Tracking impact at learner, behavior, and business levels ensures the program demonstrates Return on Investment/Return on Expectations (ROI/ROE). It also provides feedback to continuously improve the learning experience.
Immediate: Quick pulse surveys on engagement and relevance.
Learning: Short self-assessments before and after each module.
Behavior: Manager check-ins or peer feedback on observed behavior changes.
Impact: Track promotion readiness, retention, and leadership bench strength.
8. Keep Content Flexible and Personalized
Why it Matters:
Leaders and managers have diverse needs and contexts. Offering choice and just-in-time access makes the program more engaging and directly applicable.
Let learners self-select optional microlearning pathways based on interests or growth areas.
Offer additional “just-in-time” learning such as Lessons on conflict management when a team issue arises or Leading/Embracing Change during times of company reorganization.
9. Build Visibility & Recognition
Why it Matters:
Celebrating progress motivates learners and signals organizational commitment to their growth. Recognition also builds credibility and buy-in from leadership stakeholders.
Celebrate milestones with shout-outs for completing modules.
Showcase participant progress to senior leadership to reinforce program value.
10. Create a Learning Culture
Why it Matters:
Leadership development programs stick when supported by a learning culture that reinforces delegation and manager involvement.
When managers coach and reinforce new skills, participants are far more likely to transfer learning into daily work.
Ensure that managers are supporting and assisting in finding coverage for time spent completing Lessons or in discussion groups, particularly for those who are hourly or deskless workers.
If participants are already in formal or informal leadership roles, ensure that they delegate as needed to support their full focus and attention during their training times.
Pro Tip: Provide a link to Alisa Cohn’s Four Key Principles for Successful Delegation as part of program announcements.