Lisa is a young, talented project manager: always available to her team, super organized and hyper motivated. From her employer she asks only one thing in return: the chance to learn. Her manager Klara therefore invests in training. The next two days Lisa has a classroom training on conflict management on her calendar. To do so, she has to commute between Antwerp and Brussels. That takes her a lot of time and causes her to get behind on daily work. When disaster strikes, an important colleague falls ill. Lisa can hardly focus during the training. In the end, she doesn’t learn much from the two days of training.

Blended learning: the best of two worlds

A real pity for Lisa, because there is a lot that can be taken away from quality classroom trainings. The dialogue with the trainer, for example, is useful for picking up important nuances, and physical role-playing games allow participants to learn certain soft skills in a highly natural way. So it’s not a bad idea for manager Klara to put some eggs in the basket of classroom training.

However, the range of Learning & Development includes many other, digital assets: from interactive e-learning, social learning and videos, to graphical job-aids and mobile learning.

By playing out classroom and digital in the right way and at the right time, learning becomes much more efficient. It is called blended learning: an approach that combines classroom and digital training to provide greater flexibility.

Lisa might have been able to process a considerable part of the content in the two-day classroom course package from home or from the office. Or maybe she would have been better prepared for the classroom sessions if she had gone through a preparational e-learning course? A digital native like Lisa undoubtedly also benefits from a microlearning approach with exercises on mobile applications, the use of wikis or how-to-videos. With blended learning you, as Learning & Development manager, compose a recipe to the taste of your target audience.

How do I make the blended learning approach stick?

Learning styles and learning pace vary from person to person. With blended learning you can respond to this as a manager. It is best to put together a learning path on a learning platform that is not tailored to one but all team members.

Determine your learning objectives and approach them with the most appropriate blended learning strategy by asking yourself (among other) the following questions:

  • What general knowledge should my team have, and what knowledge is profile-specific?
    A project manager does not necessarily have the same needs as, say, a salesperson.
  • At what point do my team members need to apply the knowledge?
    Often accessible tips and tricks are more efficient than extensive theory.
  • What personalities do I have in my team?
    Some people learn better on their own than in a group or vice versa.
  • Do my team members work in the same place or do they work distributed?
    With a distributed group, the choice for digital solutions is more obvious.
  • How measurable do I want to make my employees’ learning?
    A digital learning platform keeps everything neat and tidy.

Looking for a tailor-made, blended approach?

Distilling the best from classroom and digital training generally requires the help of a learning expert and a learning platform. At Neo Learning, we have been guiding companies and managers for more than a decade in determining the right blended learning approach.

Our creative team has the expertise and experience to translate content into attractive and manageable learning modules. Our technical specialists deliver customized learning platforms to our clients and ensure the perfect follow-up. It's no coincidence that we are Totara Platinum Partner and several times Totara Award-winner. Curious about what we can do for you? Contact us!

Want to know more? We love to help you out! Get in touch for a call or demo.