There’s a very simple rule when it comes to learning and development within an organisation (any organisation), and it’s this….

Growth starts at the top. If the people at the top of an organisation aren’t learning and growing, then you can’t expect anyone else in the organisation to embrace their own development!

Having spent the past 30 years in a learning and development space, in a wide variety of organisations (commercial, non-profit, government, education, family) there isn’t one that comes to mind where the rule above doesn’t apply.

For some strange reason (I can only think it has to do with ego, and some strange power dynamic) the higher one goes through an organisational chart, the less likely you are to find human beings who actively work on their own development. Perhaps it’s some antiquated idea that the people at the top are supposed to know everything, and if you’re found out to be actively learning, then it must show that you’re not as smart as you’re supposed to be? Like I said, antiquated, as fuck.

However, that’s not what this is about. This post is about the critical importance of having everyone involved in the process when it comes to micro-learning, and in this case, Testy Tuesday.


At Testy Tuesday we believe in nudges. We define them simply as ‘gentle reminders’. However, they’re much more important than that. The Nudge used well, opens an important and powerful, punchy conversation that deepens the process of learning.

With a micro learning mechanism like Testy Tuesday, we’re sending hundreds of bite-sized (5 questions), fast and fun quizzes out each week to people in the Hospitality industry. While they go out in the morning, we have no idea of the context of the receiver? They might be really busy, off, or waiting during a quiet period. The scenarios are endless.

In order for a remote and digital quiz to be effective, it needs a real human being to engage with another real human being in order to encourage and connect the recipient with the quiz.

The most effective nudges take the form of a simple question, asked to a member of your team, in a gentle and personal way. Something like:

  • How was the Testy Tuesday Quiz for you this week?
  • How’d you do in the Testy Tuesday quiz this week?
  • Darn that was an interesting Testy Tuesday quiz this week, how did you find it?

Non-threatening. Gentle. Simple. Curious. Caring. It opens up a wonderful opportunity for conversation. If they’ve completed it, you’re about to hear all about their experience…. How they did….. Perhaps even what they enjoyed or found difficult……. And if they don’t offer that up, then it gives you an opportunity to ask another gentle yet probing question, that will take you a level deeper, and give you a chance to teach, guide, inspire, motivate, correct…. beautiful.

If they haven’t completed the quiz, it gives you a chance to encourage them to get on it, and let them know you’ll follow up later.


The responsibility for this doesn’t sit amongst colleagues. If you’re a manager in a business, then it’s your responsibility to ensure you have the best possible people working with you, within the constraints you have. Learning and development plays a critical role in ensuring you meet that objective. Learning and development is therefore your responsibility.

Micro Learning has shown itself to be an extremely effective tool in the context of learning and development. It’s fast, fun and on-the-go. It’s also extremely cost-effective, however, it needs human beings at the coal-face who take responsibility, and are concerned enough to engage with the people in their teams, to ensure they’ve completed the quiz, and have effectively used the opportunity to teach, inspire, correct and grow their people.

It’s clear to me that if The Nudge doesn’t start at the very top, then there’s very little chance it’s going to start anywhere else.