The Corona pandemic is bringing blended learning in adult education into focus. The method not only offers advantages but also presents challenges. What these challenges are and what measures you can take as a trainer or HR developer to address them, you will learn in the article.
Complementing face-to-face learning with online formats is not a new method in training and education. Until now, digital formats were often just a "nice addition" or "technical gimmick" – but due to the Corona crisis, blended learning could soon become the standard method: 83% of training experts agree that blended learning is the future of training and coaching. Blended learning is also the top learning format for corporate e-learning in 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 should you prepare for? And what measures can you take to address them? There was an exciting online discussion from EPALE on these questions. I will summarize the biggest challenges and our best practical tips for you here in a quick overview.
The three biggest challenges of blended learning
The challenge is to ensure that adults in training and/or education have the same opportunities to participate in a blended learning system. (Source: EPALE)
Lack of digital competence: To utilize a mix of face-to-face and online learning, not only is internet access or a suitable device required, but also certain competences are necessary for you as the person in charge and for the participants. Important competences for online learning include digital communication and handling digital tools.
Lack of self-learning competence: 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 effectively independently. Unfortunately, many adults never acquired these skills or forgot them through the constant supervision in face-to-face training.
Lack of digital teaching competences: The success of blended learning does not only depend on your participants. The mix of synchronous and asynchronous learning requires a different approach: maintaining contact with the participants, transferring responsibility to the learners, organizing digital group work, and the appropriate use of media in online courses – these are topics that are also new for many trainers, coaches, and HR personnel.
Summary: Challenges of blended learning
The vast majority of participants and those in charge have internet access and suitable devices. Blended learning fails not mainly due to technical hurdles but rather due to a lack of competences in dealing with digital learning content, new tools, and specific didactics. However, there are simple ways for you as a person in charge to solve these challenges so that blended learning succeeds.
Measures for successful blended learning
The role of the educational providers is very important when it comes to ensuring that the learning environment promotes blended learning pedagogy and that all educators receive technological and pedagogical support. (Source: EPALE)
Improve digital competencies among participants and trainers: Digital competencies can be developed in several ways. Provide your participants with assistance for new online learning tools, for example, with videos on the first steps. Also, facilitate entry by placing the highest value on easy, intuitive handling when selecting a tool or software. Often, classic LMS are unsuitable for blended learning because they are too complicated and inflexible to connect the courses with face-to-face events. More tips for trainers and participants can be found in the article on digital competence in continuing education.
Strengthen the self-learning competence of participants: In both pure eLearning and blended learning, participants take more responsibility for their learning process. To build competencies here in the long term, you need to actively support your participants at several points in the process (see graphic). Specific tips for each individual step can be found in the article on how to promote self-learning competence.
Equip trainers for digital learning methods: There are many opportunities for trainers, coaches, or those responsible for continuing education in companies to expand their knowledge of digital didactics. In any case, you should also provide yourself or the trainers in your company with sufficient resources and time to gain experience with digital didactics. A special qualification as a blended learning trainer can be particularly worthwhile for self-employed trainers to succeed long-term with blended learning as a standard format.
