Blended Learning remains a hot topic. The MMB Institute for Media and Competence Research regularly surveys experts and decision-makers in the e-learning field regarding current and upcoming trends. This also applies to the Trend Study 2014. In total, 73 experts from Germany, Austria, and Switzerland provided their predictions for future developments in corporate e-learning. They answered questions like: “What will continuing education in companies look like in 2017?”. The learning format Blended Learning has the greatest significance for corporate learning and continues to be the top choice. The “classic” e-learning via Web-based Training (WBT) ranks fourth.
The word blended is used in English whenever good things are combined. In blended whiskey, it’s the best of various flavors; in blended tea, it’s the best from various types; and in blended learning, it’s the best of online and offline learning methods. The online component is usually characterized by self-directed learning on one’s own computer or smartphone, while the offline component involves collective reflection in a group. The latter is also the phase where you, as a trainer or coach, personally contribute. During the (online) learning phases, you support your participants via chat, email, or phone.
You already know offline - what do you add online now?
Your blended learning course could look like this:
Your blended learning course begins with a “kick-off” event. You prepare your participants for the process and explain the content of your course. Additionally, the participants get to know each other. This acquaintance is important. The better the group atmosphere, the more the participants exchange ideas and support each other in the joint online learning units. In the first (online) learning unit, the participants prepare for the first event. In the first event, you discuss the material, provide feedback, and encourage reflection. During this presence phase, you also include your group exercises or role plays.
There are fundamentally three points in time when you can add online content. These are before the event, during the event, and after the event. The same applies to coaching, although in the 1:1 situation, usually only before or after is interesting.
Options before the seminar/coaching/training
Building knowledge Your participants learn with texts, presentations, and videos. During the learning process, you are available for advice and feedback.
Co-creating learning objectives Learning objectives are crucial! You probably already set and communicated learning objectives for your course with the participants. It’s even better if your participants contribute a little. Those who help shape objectives give them greater value. For example, you could conduct a survey before the seminar to determine which goals you should focus on or ask for examples from your participants' everyday work.
Achieving initial success experiences Those who achieve a small success in your topic come to training all the more motivated. Can you think of a little exercise related to your topic that allows for immediate success or at least a change in feeling? For me, it was, for instance: “Set the first task for the next day before leaving the office, and complete it first thing tomorrow” - after a week, I couldn’t stop.
Sharpening your participants' attention You can also ask your participants to pay special attention to a training-relevant aspect in the days leading up to the workshop. For example, “How often did you receive feedback this week?”. This way, they will be well-prepared in mind for your event.
Options during the seminar/coaching/training
Making a metaphor visual When you present a metaphor, simply illustrate it. Especially when you can’t bring enough items to your training to show it live, YouTube offers a sea of illustrative experiments.
Presenting survey results You present the results of a survey in a graphic and discuss the results with your participants.
Options after the seminar/coaching/training
Staying in touch with participants - without being there If your participants have questions during the learning phases or do not understand the material, you can support them online. This exchange can happen via discussion function, chat, email, or phone. When your participants discuss online, you occasionally join in as a moderator. For example, once a week, you can address the key discussion topics and write a clarifying entry for all participants. This way, you save time.
Encouraging interaction At the end of the workshop, you can group two or more participants together. These participants should support each other in learning. You can also assign group tasks. You can check online how the groups are progressing with their tasks and provide feedback. The results will be discussed in the overall group during the next presence session.
Regularly providing small exercises After the first learning phases, you help your participants with practical exercises and calls to action. If your participants know exactly what they should do next, you increase the chances that they will actually start. For example, you create a three-minute video and conclude with a call to a small action.
How does blended learning convince HR decision-makers?
Quite simply: HR decision-makers have been familiar with e-learning in companies for a while now. According to the so-called hype cycle, e-learning has now left the valley of disappointment and reached the productivity plateau. For knowledge building and pure content delivery, e-learning works very well today and can be easily applied across multiple locations. Therefore, the question arises as to how this success of knowledge delivery can also be transferred to skill acquisition. With your use of online exercises after the training, you can convincingly argue that joint agreements and meeting places no longer matter. Ideally, the participant can practice when they have the time and exactly where they are. For you, this changes the fact that you are no longer selling hours, but a product - and you can probably earn even more money than before (just check our blog).
The start is easy - invest now 5 minutes for your blended learning
I stick to the principle of small changes and ask you:
Pick an online application right now that interests you. Then take exactly 5 minutes to think about what you can envision for your training.
Interested in more? Then schedule a half hour in your calendar to implement or expand your idea! For an overview, you can also copy the following guideline.
If you have questions, feel free to leave a comment.
