The Corona pandemic brings blended learning in adult education into focus. The method not only offers advantages but also poses challenges. What these are, and what measures you can take as a trainer or HR developer to address them, you will learn in this article.
Complementing face-to-face learning with online formats is not a new method in education and training. Previously, digital formats were often only "nice additions" or "technical gimmicks" – but due to the Corona crisis, blended learning could soon become the standard method: 83% of continuing education experts agree that blended learning is the future of training and coaching. For corporate e-learning, blended learning is the top learning format for the coming years.
Blended learning is the tool that carries us through the COVID-19 period. (Source: EPALE)
Blended learning offers not only advantages. For trainers and HR developers, the method also raises new questions: What challenges do you need to prepare for? And what measures can you take to address them? There was an exciting online discussion from EPALE on these questions. I summarize the biggest challenges and our best practical tips for you here in a quick overview.
.png)Why are companies particularly relying on blended learning in the future? In this free overview, you will learn the 7 most important arguments:
The three biggest challenges in blended learning
The challenge lies in ensuring that adults in education and training have the same opportunities to participate in a blended learning system. (Source: EPALE)
Lack of digital competence: To use a blend of face-to-face and online learning, not only is internet access or an appropriate device needed. Certain competencies are also necessary for you as the responsible person and for the participants. Important competencies for online learning include digital communication and the use of digital tools.
Lack of self-directed learning competence: Blended learning means allowing learners to take on a (large) part of the learning process themselves. Here, your participants need the ability to organize themselves and learn effectively on their own. Unfortunately, many adults either never acquired these skills or unlearned them in their professional lives due to ongoing support in face-to-face training.
Lack of digital teaching skills: The success of blended learning not only depends on your participants. The mix of synchronous and asynchronous learning requires a different approach: maintaining contact with participants, delegating responsibility to learners, organizing digital group work, and the right use of media in online courses – these are topics that are also new for many trainers, coaches, and HR managers.
Summary: Challenges in blended learning
Most participants and responsible individuals have internet access and an appropriate device. Blended learning fails more due to a lack of competencies in handling digital learning content, new tools, and special didactics than due to technical hurdles. However, there are simple ways to address these challenges, so you can successfully implement blended learning as the responsible party.
Measures for successful blended learning
The role of education providers is very important in ensuring that the learning environment promotes blended learning pedagogy and that all educators are supported both technologically and pedagogically. (Source: EPALE)
Improve digital competencies of participants and trainers: Digital competencies can be developed in several ways. Provide your participants with assistance for new online learning tools, such as videos for the first steps. Also, ease the entry by placing great value on simple, intuitive operation when choosing a tool or software. Often, classic LMS are unsuitable for blended learning because they are too complicated and inflexible to connect courses with face-to-face events. More tips for trainers and participants can be found in the article Digital Competence in Continuing Education.
Strengthen self-directed learning competence of participants: In both pure e-learning and blended learning, participants take more responsibility for their learning process. To build competencies here in the long term, you must actively support your participants at several points in the process (see graphic). Specific tips for each step can be found in the article How to Promote Self-Directed Learning Competence?
Train trainers in digital learning methods: There are also many opportunities for trainers, coaches, or training supervisors in companies to expand their knowledge of digital didactics. In any case, you should give yourself or the trainers in your company sufficient resources and time to gain experience in digital didactics. A specific training to become a blended learning trainer may be worthwhile, especially for independent trainers, to be successful in the long term with blended learning as a standard format.
The basic knowledge for successful blended learning is provided by our learning material, for example, the guide "Blended Learning for Trainers," which you can download for free here:
Free guide
Blended Learning for Trainers
From goal setting to content creation, call-to-actions, and methods: Create your own blended learning concept with 9 steps, expert tips, and many examples!
Go to the Trainer Guide for Blended Learning
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