The corona pandemic puts a spotlight on blended learning in adult education. A method of training offered partially online offers obvious advantages at a time like this, but also poses challenges. Read on to find out what these challenges are and what measures you can take as a trainer or HR expert to counter them.
Supplementing classroom learning with online formats is not a new method in education and training. Until now, digital formats were often just a "nice plus" or "technical gimmick," but due to the corona crisis, blended learning may soon become the standard: 83% of training experts agree that blended learning is the future for training and coaching. Blended learning is also projected to be the top learning method for corporate eLearning in the coming years.
Blended learning is the tool that will carry us through the COVID-19 era. (Source: EPALE)
Blended learning offers benefits but, for trainers and HR developers, the method also raises new questions: What novel challenges do you need to be prepared for? And what measures can you take to meet them? EPALE held an inspiring online discussion on these questions. The biggest challenges and our best practical tips are summarized here in a quick overview.
The three biggest challenges for blended learning
The overarching challenge is to ensure that adults seeking education and/or training have equal opportunities to participate in a blended learning system. (Source: EPALE)
There are three main related barriers that arise, taken here from a trainer’s point of view.
- Lack of digital literacy: To be able to maximize a mix of face-to-face and online learning, you need more than just Internet access and a suitable device. Certain baseline competencies are also necessary for you, as the person responsible, and for the participants. Essential skills for online learning include communicating effectively in this space and utilizing digital tools.
- Lack of self-learning skills: Blended learning means leaving a (large) part of the learning process to the learners themselves. Here, your participants need the ability to organize themselves and learn efficiently on their own. Unfortunately, many adults have either never acquired these skills or have unlearned them in their professional lives, having experienced constant supervision and direction in face-to-face training courses.
- Lack of digital teaching skills: The success of blended learning is not only dependent on your participants’ abilities. The mix of synchronous and asynchronous learning needs a different approach: Keeping in touch with participants, handing over responsibility to learners, organizing digital group work and the appropriate use of media in online courses – these are topics that are also new to many trainers, coaches and HR managers.
Summary: Challenges in blended learning
The vast majority of participants and managers have an Internet connection and a suitable device. Instead of technical hurdles, blended learning tends to fail when skills are lacking in dealing with digital learning content, new tools, and specialized didactics. That said, there are simple ways that you, as the person at the helm, can solve these challenges so that blended learning succeeds.
How to successfully implement blended learning
The role of education providers is very important in ensuring that the learning environment is conducive to blended learning pedagogy and that all instructors are supported from a technological and pedagogical perspective. (Source: EPALE)
- Enhance digital competencies among participants and trainers:
Digital competencies can be built out in several ways. Help your participants use new online learning tools, for example, with video tutorials on how to get started. Make it easier to dive in by making it simple and intuitive to choose a tool or software. Often, traditional LMSs are unsuitable for blended learning because they are too complicated and inflexible for combining courses with face-to-face events. You can find more tips for trainers and participants in the article Digital competence in continuing education. - Strengthen participants' self-learning skills:
In both pure eLearning and blended learning, participants take more responsibility for their learning process. To build long-term competencies, you need to actively support your participants at several points in the process (see graphic). For concrete tips on each step, see the article How do I promote self-learning competence?
- Make trainers fit for digital learning methods:
There are also many ways for trainers, coaches, or those responsible for continuing education in companies to expand their knowledge of digital didactics. Make sure to give yourself or the trainers in your company enough resources and time to gain experience with digital didactics. Special training as a blended learning trainer can be worthwhile, especially for independent trainers. In any case, it pays to start now to be successful in the long term, with blended learning becoming a standard format.
