Blended learning is and remains a hot topic. The MMB Institute for Media and Competence Research regularly surveys experts and decision-makers in the e-learning sector about current and upcoming trends. This is also the case in the Trend Study 2014. A total of 73 experts from Germany, Austria, and Switzerland provided their forecasts for future developments in corporate e-learning. For example, they answered the question: “What will continuing education in companies look like in 2017?”. The blended learning format holds the greatest significance for corporate learning and remains in first place. 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, the best is taken from different flavors; in blended tea, the best is drawn from various types; and in blended learning, the best comes from both 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 shared reflection in a group. The latter is also the phase in which you personally engage as a trainer or coach. During the (online) learning phases, you support your participants via chat, email, or phone.
You already know offline - what do you now add online?
Your blended learning course might look like this:
Your blended learning course begins with a “kick-off” event. You prepare your participants for the course structure and explain the content of your course. Additionally, participants get to know each other. This getting to know one another is important. The better the group climate, the more participants share and support each other in their joint online learning units. In the first (online) learning unit, participants prepare for the first event. In the first event, you discuss the material, provide feedback, and encourage reflection. During this face-to-face phase, you also use group exercises or role-playing.
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.
Opportunities 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-designing learning objectives Learning objectives are essential! You probably already defined learning objectives for your course and communicated them with the participants. Even better is it when your participants get to contribute a little. Those who co-design objectives give them a greater value. For example, you could conduct a survey before the seminar to determine which objectives you should emphasize or ask for examples from your participants' everyday work.
Achieving initial successes Those who achieve a small success in your topic come to the training all the more motivated. Can you think of a small exercise related to your topic that would allow an immediate success or at least a change? For me, it was for instance: “Before leaving the office, set the first task for the next day and complete it as the first thing tomorrow” - after a week I couldn’t stop doing that.
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 are mentally well-prepared for your event.
Opportunities during the seminar/coaching/training
Bringing a metaphor to life When you present a metaphor, simply integrate it visually. Especially when you can’t bring enough things into your training to show it live, YouTube offers an ocean of illustrative experiments.
Presenting survey results In a graphic, you present the results of a survey and discuss the results with your participants.
Opportunities after the seminar/coaching/training
Staying in contact 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 take place via discussion function, chat, email, or on the phone. When your participants are discussing online, you occasionally join in as a moderator. For example, you can address the most important discussion topics once a week and write a clarifying entry for all participants. This saves you time.
Encouraging interaction At the end of the workshop, you can merge two or more participants into a group. These participants should support each other in learning. You can also assign group tasks. How the groups progress with the tasks can be monitored online, and you can give feedback. In the next face-to-face session, the results will be discussed in the full group.
Regularly providing small exercises After the initial learning phases, you assist your participants with practical exercises and calls to action. When your participants know exactly what they should do next, you increase the likelihood that they will actually start it. For example, you create a three-minute video and conclude with a call to action for a small task.
How does blended learning convince HR decision-makers now?
Very simply: HR decision-makers have been familiar with e-learning in companies for some time. According to the so-called hype cycle, e-learning has now left the valley of disappointment and reached the plateau of productivity. For knowledge building and pure content delivery, e-learning works very well today and can easily be applied across multiple locations. Thus, the question arises as to how this success of knowledge transfer can also be transferred to competence acquisition. With your use of online exercises after training, you can easily prove that mutual agreements and meeting places no longer matter. Ideally, the participant can then practice when they have time and exactly where they are. For you, the change is that you do not sell hours anymore, but a product - and likely, you can earn even more money with it than before (just take a look at our blog).
The beginning is easy - invest now 5 minutes for your blended learning
I adhere to the principle of small changes and ask you:
Right now, choose an online implementation that interests you. Then think precisely for 5 minutes about what you can envision for your training.
Want more? Then set aside half an hour in the calendar to realize or expand your idea! For an overview, you can also copy the following guide.
If you have any questions, feel free to leave a comment.
