Eight steps to better blended learning

Eight fundamentals can help L&D teams achieve next-generation blended learning.

Pulling together different modes of learning - to improve effectiveness and the user experience - is nothing new. The first blended programmes incorporated e-learning, to inform delegates prior to a face-to-face aspect - and to give them reference materials that they could access as a just-in-time refresher when the issue or challenge arose. However, in practice, people often felt let down by the e-learning experience and this had a negative impact on the perception and up-take of the learning.

Today, a range of alternative resources are available including bite-sized pieces of learning that individuals can watch, read or try - and micro-topic videos, which focus on specific business issues, offering key points and practical summaries. This means that ‘next-generation’ blended learning programmes can now deliver an engaging, holistic, contextualised and organisationally-aligned learning experience that can drive the performance of your workforce.

Eight fundamentals

If your organisation is still taking six-eight weeks to create a blended learning programme, you should review your blended learning capability and the assets you have available. Here are eight components that can help you to quickly create effective blended learning programmes - with appropriate on-demand options in a choice of formats that will suit different learning styles:

1. An accessible platform

Are all of your digital learning assets available in one place that individuals can access on-demand from any device? The best learning platforms have learned lessons from Netflix and others about the user experience and how content is presented and organised. Make usability, and the learner experience, a top priority.

2. Curated content

Are your existing learning assets up-to-date and effective? Some organisations have too much content. It isn’t helpful for learners if they search for ‘coaching’ and get 45 results back. Also, some of the content in large learning libraries has contradictory learning messages. Regularly refresh your assets. Dated, grainy videos should be removed and you should sift out any resources that don’t provide a consistent learning message. Keep only those digital assets that are exciting and relevant, otherwise you’ll provide a disjointed and disappointing learner experience

3. Easy searchability

Few people say: “I need to go on a time management course” but they might say “I’m under pressure and I’m struggling to meet my deadlines”. In other words, they’ll focus on the problem, not the solution. So when you curate your assets, make it easy for people to ‘search for their problem’. Archive and index your content accordingly, so your employees can more easily find what they need.

4. Playlist functionality

In this context of learning, a playlist is a combination of learning assets that’s designed to achieve a specific goal. It could cover a certain topic or help individuals with their transition into a new role. It’s effectively a ‘mini blend’ programme that you can very quickly create to meet the needs of an individual or a team. Over time, you can curate many different playlists of tried-and-tested assets and make them instantly available.

5. Rapid design capability

To design and create effective blended learning programmes rapidly, you need to be able to access a core of high quality content, knowledge assets and digital files, so you can pick which options will meet the need. To make your programmes engaging, you need to consider how they will be introduced to learners, how the learning fits into the context of their roles and ‘what’s in it for them’.

6. Conducive learning spaces

important to provide an environment that will inspire them to learn. That’s not necessarily a classroom with a theatre-style seating arrangement. Think through the furniture, lighting, equipment, layout and décor that will most appropriately bring your learning to life.

7. Virtual capability

For global employers and those with multiple sites, virtual training can replicate the benefits of face-to-face training without the participants having to travel. You can therefore bring together different people who may never normally meet due to their location. Today’s virtual experiences include break out rooms, group discussions, peer-to-peer coaching and role plays, so you can deliver - and follow up - effective blended programmes that will engage the audience and reinforce the learning.

8. The ability to evaluate effectively

Your platform should provide analytics that will enable you to track and monitor which aspects of your learning blend are working (and which are not). This will help you to understand how learning is being consumed and the impact it’s having, so you can make more strategic talent decisions and refine your blended programmes in the future.

If you can offer these eight components, you’ll be equipped to quickly create and manage effective, next-generation blended learning programmes. If you fall short in any of these areas, then rectifying those inadequacies should be a top priority.