Even though blended training offers significant advantages over ILT training, its impact is highly dependent on how you arrive at the “right blend”. This depends on several factors, the top 2 of which are:
At EI Design, our approach focuses on identifying which key aspects of a facilitated session must be retained, and which ones will offer a better impact if they are moved to an online delivery. Thereby, the training delivery would map to:
Before identifying the success factors to handle this transformation effectively, let’s look at the definition and benefits of a blended training approach.
Blended training, or hybrid training, is a combination of different learning techniques offering the best from both Instructor-Led Training (ILT) and online training (eLearning or mLearning).
The conversion of ILT training to blended or fully online training has seen a steady increase in the last few years. The factors triggering the growing rate of adoption and conversion of Instructor-Led Training, or ILTs, into blended or online training are 2:
As we have noted, the triggers for adopting blended training or fully online training are linked to the changing learner and organizational needs. As an extension, there are several benefits to learners as well as businesses, as shown below:
Assessing if fully online or a hybrid training is the right answer depends on several aspects. The key aspects are:
I have added 5 examples that showcase how we handled the transition of an ILT program to blended training for these 5 corporate pieces of training. Given the dynamics, a different blend or a fully online training approach was used in each situation.
This program should certainly be a blended program. Although, you can determine the increased weightage on online training by looking at your ability to manage the roll-out. For instance, organizations with a high geographical spread and staggered intake of employees would find a higher online component to be beneficial. Similarly, for the senior management or executive training, a blend of coaching and mentoring is crucial and can be achieved as an add-on to the online training.
This can be converted to a fully online training. After this, learners can practice on the actual tool. Optionally, you could offer the practice sessions with an instructor support.
This too can be converted to a fully online training. You can opt to increase the impact by adding Performance Support Tools or PSTs, post the online training. These PSTs can be used to reinforce the primary message and provide the required nudge to learners towards the desired behavioral change.
This can be handled through a blended approach with a significant percentage of learning assets made available as online resources. It can be enhanced through social or collaborative learning and must have a provision for coaching and mentoring.
This, too, can be handled through a blended approach that provides a significant percentage of training through online resources.
As you would note, the process of conversion of ILT material to blended training or fully online training can be applied to most of your training needs. However, you need to review several key factors as you begin the process of transformation.
With all these cues, you will have the right perspective to opt or not to opt for a fully online or blended approach.
If you have any specific queries, do contact me at firstname.lastname@example.org.
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