As the name suggests, Blended Learning solutions use a combination of facilitated (or Instructor-Led) trainings with online trainings.
They offer an optimal, hybrid approach to deliver trainings to meet the varied corporate training needs and enable organizations to leverage the best of both modes.
They resonate well with today’s multi-generational workforce as they take lesser time and offer more online choices to the learners.
Instructor-Led Training (ILT) isn’t dying and will continue to be the preferred mode for several trainings.
However, there is a clear shift toward its digitization and this trend will accelerate further.
The success of Blended trainings and the impact that this kind of learning solution can bring to the table hinges on how you design the blending of the two components (facilitated or Instructor-Led and self-paced, online training).
At EI Design, we use three models that are the start point of the transition on how you should blend the two components. Essentially, you have three options to choose from to meet the overall learning outcomes of your training programs:
The key to success lies in handling the transition correctly from a successful and established facilitated or ILT program to a Blended mode.
To achieve this, you need to be aware of some of the associated challenges and ensure that these are handled, therefore mitigating the risks. The list of the key challenges is listed first and then I share a guide or a toolkit that you can use to handle them.
At EI Design, our practice of Blended training design is driven by a Step-by-Step Guide or our Blending Learning Toolkit. You can use these pointers as you embark on moving to a Blended Learning mode.
I hope this article provides the required insights on why you should adopt Blended Learning and, more significantly, how you can plan your transition from facilitated or ILT sessions to a Blended mode successfully.
If you have any specific queries, do contact me or leave a comment below.
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