The contemporary socioeconomic landscape, characterized by its complexity and rapid digital transformation, reveals the crucial importance of continuous updating and reskilling at all organizational levels. This imperative is particularly pronounced in the corporate environment, where the constant improvement of professional skills is essential to ensure competitiveness and promote innovation.

As part of a broader research initiative focused on exploring and improving corporate and professional development, this study delves into several effective methodologies for skills development. Special emphasis is placed on Microlearning as a catalyst for agile and effective knowledge acquisition. Building on the theoretical and practical foundations of Goal-Based Learning (GBL) - an educational approach focused on the achievement of specific objectives - Microlearning aims to significantly improve these skills, especially when synergistically integrated with other training strategies.

Defined as "learning in modular units", Microlearning responds to the demand for rapid and flexible training. Its effectiveness is rooted in mainstream learning theories, incorporating insights from behaviorism, cognitivism, and constructivism. Furthermore, as learning environments expand in the digital age, microlearning aligns perfectly with a connectivist perspective, promoting continuous and personalized learning experiences. Characterized by concise, digitally deliverable content that focuses on single concepts or skills, microlearning differs from macrolearning in its focus on the targeted development of "just-in-time" skills. Literature confirms its effectiveness in terms of retention, flexibility, personalization, productivity, and technology integration, proven by successful corporate implementations.

The organizational effectiveness of microlearning is based on a four-step design: identification of needs/goals; development of concise and multisensory content (5-18 minutes); promotion of active participation with immediate feedback; and evaluation of behavioral changes. This methodology is deeply intertwined with the Goal-Based Learning (GBL) framework, which is fundamental to driving innovation in corporate training. GBL provides explicit objectives that microlearning can then efficiently achieve, going beyond knowledge transmission to focus on the acquisition of practical skills and strategic impact. The final objective of this study is to outline a training path that can foster concrete professional growth and strengthen organizational adaptability. By focusing on Microlearning and its synergistic integration with complementary training methodologies, customized to specific needs and objectives, this approach works as a proactive strategy for the development of highly effective learning paths. These paths are designed to facilitate progression towards real Learning Organizations, environments where learning is systemic and shared, thus promoting innovation and lasting adaptation. By cultivating a corporate culture characterized by continuous and proactive learning, training becomes a vital driver of individual development, resilience and adaptability, ultimately ensuring long-term competitiveness and innovation.

Keywords: Microlearning, Goal-Based Learning, Learning Organizations, Individual Development, Corporate Training.