Blended Learning on a grand scale: Sabine Lopp from the Nord-Ostdeutsche Sparkassenakademie (NOSA) reveals in an interview how the combination of face-to-face and online learning became a great alternative to previous training methods for her employees – and why fun is so important!
About the person: Sabine Lopp is head of the Educational Service team at the Nord-Ostdeutsche Sparkassenakademie and is responsible, among other things, for the blink.it platform as a tool for media education and blended learning at NOSA.
NOSA has been using blink.it since 2016. What is the platform mainly used for?
Our main goal is continuing education within the framework of blended learning concepts. One flagship is, for example, our “Digital Driver's License”. In this program, employees learn the basic know-how of digital topics. These are also our largest courses, with up to 600 participants at the same time.
In addition, we offer extra support for many events, which are structured around the face-to-face sessions using a blended learning approach.
Insight into the “Digital Driver's License” of the Nord-Ostdeutsche Sparkassenakademie. Source: NOSA
Why did you decide on blended learning instead of pure e-learning?
We were originally a successful face-to-face academy. We wanted to transfer the success from this area out of the classroom into the new digital world – but not just simply put everything online. We want to make proper use of the advantages of online training, especially the repeatability of content and learning at one's own pace.
However, we also align ourselves closely with our participants: face-to-face contact with a trainer or a seminar group is still very much expected. So we try to combine these two concepts in such a way that we get all the benefits.
Why did you choose blink.it as a platform for this?
We had always been looking for a learning platform, also in the context of “blended learning”, that would suit both the learners and the content creators. We never really warmed up to classic WBTs because these large systems are not flexible enough and do not adapt well to our needs.
And with blink.it, we immediately had a good feeling: It is easy to use and you see success right away! That is very important when starting out.
How do you combine face-to-face events and online courses, for example with the “Digital Driver's License”?
With the Digital Driver's License, we first try to get all employees on board, and then offer special, target-group-specific seminars, which usually run in person.
The driver's license is the online basic training for the entire workforce – directly at the workplace or even working from home. Afterwards, the trainer can address the special needs in more detail in specialized topics, depending on the target group, the specific savings bank requirements, or the individual needs of the employee.
How do you communicate the “new digital learning” to the learners?
In preparation and accompaniment, there are discussions with the HR department where expectations and goals are communicated. The introduction of the digital driver's license in the savings banks is usually accompanied by an in-house exhibition. At this exhibition, the board speaks, announces the courses, and personally promotes participation.
By doing this, we want to give the whole thing a face, so that the colleagues on-site are also informed and we can start a conversation with the employees. Thus, this exhibition is our first blended learning starting point. Communication works best in person. And I also notice: If something doesn't work out as well in the preparation, it makes a lot of work later on to get all employees on board.
The blended learning concept of NOSA with blink.it
How are the courses received by your learners?
We have a very productive, critical atmosphere in the courses where serious discussions take place online: from the board to the newest employee, contributions are made in the comments. When we allow the participants to get involved, it is gladly accepted.
Specifically for the digital driver's license, the standard is high: The online course consists of about 150 blinks with content, a final quiz, and a certificate. This is very well received by our participants: They have proven their success and are then directly rewarded for their work and learning commitment. That means there is also fun involved!
However, learning motivation is also maintained if the media content appeals to the learner in its form and also includes a “laugh” here and there. Here, we focus on conciseness, active involvement, and practice-oriented lightness.
What tips would you give to another company that wants to start with blended learning and blink.it?
The first tip: Get your own people on board and do something they enjoy! And that doesn't just concern the employees! It is actually an opportunity to look after your own trainers and speakers with relatively little effort and position the platform well at the same time. For example, we also filmed our own learning videos together during a closed meeting and had a lot of fun!
The second tip: Think small first! You often realize that you have a lot to say, especially with trainers who have an incredible amount of expertise. The art is then to reflect on the different steps and break this vast knowledge down into small parts. It is best to start with smaller, simple topics.
The third tip: Use the medium of video! – Videos are easy to create and can be easily uploaded and distributed on blink.it. We record videos both with professional equipment and very quickly and easily with a smartphone. Both variants are always very well received. This ensures that the learning content is always up to date and it is a fresh way of delivering the content to the participant.
Thank you very much for the interview, Mrs. Lopp!
Conclusion
Successful blended learning occurs where strategic objectives, clear communication, and a suitable learning platform work together.
The NOSA example shows that digital continuing education does not have to be a replacement for face-to-face sessions, but is rather a meaningful extension. With a clear introduction, active involvement of the management level, and a platform that meets the needs of both learners and trainers, sustainable learning motivation is created.
Those who start small, structure content systematically, and use modern media in a targeted manner can implement blended learning successfully and with joy, even in large organizations.
Frequently Asked Questions and Answers
How does NOSA use blended learning?
NOSA combines digital learning opportunities with face-to-face sessions. Online courses, for example, convey basic knowledge, while face-to-face seminars subsequently deepen target-group-specific topics.
Why does NOSA combine online learning with face-to-face sessions?
Digital learning offers repeatability and learning at one's own pace. At the same time, the personal exchange with trainers and the contact within the learning group are preserved.
How can employees be won over for blended learning?
NOSA relies on active communication of goals, the involvement of the HR department and executives, as well as personal events for introducing new learning options.
What boosts learning motivation in digital courses?
Short and concise content, active participation opportunities, practical design, as well as quizzes and certificates can help promote motivation and fun in learning.
What tips does NOSA give for starting out with blended learning?
Companies should involve their employees and trainers at an early stage, start with small topics first, and break down extensive specialized knowledge into short, well-structured learning units.
