4 blended learning examples to help you decide if Blended 2.0 is the best way to train your workforce
Examples of Blended Learning 2.0 to apply in corporate training
Classic blended learning combines the best of two modes, instructor-led training (ILT) sessions and self-paced, self-directed online learning. A medium offering of the two modes, blended learning is often considered the optimal mode for training. To adapt to changing workplace dynamics (remote apprenticeship training), Blended Learning 2.0 uses a combination of virtual instructor-led training (VILT) with self-paced online learning.
To make a successful transition to Combo 2.0 mode, it is important to note that, unlike the classic Combo model, the success of this mode is based on:
Adoption of a strategy to manage transformation (change management) for learners, trainers and high-level stakeholders.
The adaptability of all parties (training teams and students) to changing dynamics.
Addressing accessibility and technology issues for remote students
Adopting a revised pedagogy that will engage remote learners and drive learning, application, and behavior change (without the physical intervention of a trainer)
How can you adopt the Blended Learning 2.0 approach to training?
As organizations undertake the transformation of virtual training, a common concern that training and development teams have is whether virtual training can create the same value and impact as their existing ILT sessions. The power of ILT lies in human intervention by a coach, while the power of a classic blended learning model is to access materials from anywhere and at any time while enjoying the benefits of expensive instruction and support. to face.
In blended mode 2.0, we focus on outcome as a starting point and work on the medium (virtual training platforms and LMS / LXP platforms) and methods (crafting learning trips versus discrete sessions) to achieve the desired mandate. of engaging remote learners, as well as meeting or exceeding the impact of ILT sessions.
I share 4 blended learning examples on how the blended learning 2.0 approach can be adopted for trainings that are typically delivered in ILT mode. My recommendations will help you engage remote students and match or exceed the value and impact of ILT.
Example of blended learning for sales training
Sales people have frequent interactions between customers and prospects and need information on how to approach sales conversations and arguments and consume learning into smaller pieces.
Here’s how you can design a blended learning path for sales training :
Basic learning on topics such as negotiation skills, customer communication management, etc. through microlearning (mLearning through videos as the main format). Gamification can also be part of subtle ways to keep the challenging and goal-achieving aspects of a sales environment alive during training.
Superior components of role-playing games and scenario-based discussions as part of VILT sessions. Helpful tips and guidelines can be shared after these sessions in the form of downloadable resources and job aids.
To provide maximum support, simulated learning environments can be provided in the VILT session to replicate the maximum of components from old role-playing games.
A flipped classroom environment to allow the virtual instructor to focus on student queries and difficulties they may have encountered during online practice scenarios. This also allows the virtual instructor to accommodate mixed levels of participants.
The approach to leadership training
Leadership training covers 3 broad categories of leaders: Aspiring, Mid-level, and Senior. This justifies a classic combination of approaches, as each category requires a different approach.
Here is another example of blended learning. How can you design a blended learning pathway for leadership training ?
Self-paced learning components would be more proportionate as most leaders are short on time due to various commitments and finding common availability for VILT sessions can become challenging. New leaders may need more conceptual learning, while mid-level and senior leaders would benefit more from case studies and decision-making aspects.
A personalized or designed learning path as a result of a simple online pre-assessment / survey may be the answer when training is required for a diverse group of leaders .
Virtual instructor sessions can include expert talks or webinars to add the required value for leaders instead of the usual sessions with facilitation. These sessions can be recorded and shared as reference material after the session.
Moderated discussions can be a good technique to promote collaborative learning among participating leaders.
Simulated learning environments are also a good possibility in both the online session and the VILT.
The approach to compliance training
Compliance training comes with a strict mandate and needs rigorous follow-up to ensure the overall outcome is met. Additionally, compliance training justifies a change in behavior to drive long-term results.
Here’s how you can design a blended learning path for compliance training :
Self-paced learning after microlearning, scenario-based learning, or even a gamification format will ideally form a larger part of the learning path to disseminating content. Immersive learning is the key here, as students will consume most of the content on their own.
Virtual training sessions should be used for discussions and active participation in clarifying concepts, sharing scenarios and case studies to show the impact of non-compliance.
Business leader webinars can also be a good added value in providing the human touch aspect of training and will go a long way toward helping the necessary behavior change.
Example of blended learning for application training
Application training is often simpler and process-oriented. The most common form of training is application simulations, and this can be done in a way that affects long-term knowledge retention and application.