Making Sense of Blended Learning

Corporate learning and development is always evolving. Producing effective, sustainable training solutions that not only create high-performing teams but also fit within shrinking budgets means constantly assessing needs, curriculum and delivery methods. As technology occupies every aspect of human interaction, it’s not surprising that it is also assuming an active role in advancing the workforce.

One example of this is the move from traditional instructor-led programs to more blended approaches. Businesses are finding that this hybrid format can develop talent, meet individual learning needs and is cost effective. It also offers employees control over their own development and can be adapted to fit different learning styles.

What it is.

So what is blended learning? Simply put, it is a combination of digital web-based instruction (asynchronous) and segments of face-to-face interactions (synchronous).

People learn differently. Some individuals are independent and self-motivated so online learning can be very appealing. Others do not have the discipline or focus learning virtually and benefit more from in-person instruction. Blended learning can accommodate both groups, so skills and concepts are targeted and engaging.

Digital platforms also offer flexibility for individuals so they can move at their own pace and access content when and where it is most convenient.

Depending on the technology, e-learning can also be less expensive than the cost of facilitator fees and expenses.

What it’s not.

Blended learning is not a one size fits all approach. Incorporating virtual instruction into any program requires thought and strategy as some subject matter may be conveyed better through human interaction or even may require it for learners to grasp content. Therefore, asynchronous learning should not be a replacement for every educational need but integrated with synchronous experiences.

In addition, group learning opportunities can be instrumental in team building, skill development and coaching and mentoring. Application sessions and feedback can also be more experiential and immediate which contributes to successful information process and recall.

All training methods have advantages and disadvantages. Keeping this in mind when considering blended solutions as well as partnering with innovative content providers that are aligned with the organization’s vision and strategy will help achieve learning and development goals and further business outcomes.

If you’re looking for effective ways to incorporate blended learning into your organization’s development plan, contact Velocity today.

By |2017-06-04T15:37:42-04:00September 19th, 2016|4YourSuccess|Comments Off on Making Sense of Blended Learning