Blended learning: what do we mean by that term?
Blended learning combines different training delivery methods. And this type of learning approach is most often used when you want to reach a united learning goal. For example, you might incorporate the use of instructor-led training with some type of online training program.
Actually, most learning methods can be blended. To give you an idea, here are three of many such combinations:
- Instruction-led and e-learning
- Self-paced and virtual classroom
- Discussion boards and instructor-led
Or you can combine almost type of training objective and mix it in with a blended learning program. For instance, you can have an asynchronous segment, which might cover material that will be used as a prerequisite to a follow-up synchronous segment. Doing training this way allows participants to apply content acquired in one setting and blend it with another—such as instructor-led combined with virtual classroom technology.
And, ideally, blending learning takes the best from each method of training in order to:
- Improve the learning experience
- Provide the company with the most efficient use of employee time and company resources.
Given that blended learning allows for portioning out the pieces, so to speak, the approach affords a company the best return for its investment.
Here’s an example of what I mean: If an organization uses a traditional learning experience and some of the employees have already mastered the class’s foundational information, then those employees may be forced to sit through the time it takes to get everyone else up to speed.
On the other hand, with a blended learning arrangement, you might be able to address the foundational material and allow employees the ability to ‘test-out’ by evaluating their knowledge through an e-learning tool or a Web-based module. With blended learning, participants can then focus on developmental areas such as confidence-building or improving team functionality in the instructor-led training.
I am a strong advocate for blending learning arrangements. But to be successful at this, employees must have good organizational and time management skills.
I find these elements relevant to any type of delivery method, but it should really be underscored when considering a non-instructor-led portion of a blending learning experience. You will find that any self-paced or e-learning format really requires that employees have initiative; and they cannot procrastinate to complete that required training segment.
Now, that I have covered some basics of the blending learning experience, my next Insight will review the more in-depth and technical aspects; and how this type of employee learning experience can maximize returns for a company’s investment in training.