Blended Learning – Part 1: The What

More and more companies are moving towards “blended learning” strategies. Blended learning has several definitions, but in general means that more than one type of learning method is used. Blended learning combines traditional classroom and e-learning training methods with group activities, self-guided project activity, reference materials and performance support.

Blended learning approaches can be organized into three categories. The most conventional is instructor- or expert-led training. This method works well for “hard skills” (for example, learning a specific set of process steps necessary to operate a machine - the instructor is right there to correct errors and answer questions). It works well for transferring knowledge that would be difficult for an individual to learn (e.g. calculus). And it’s great when a group of participants can benefit from sharing experiences and opinions. On the other hand, it’s expensive, time consuming, and the jury is still out on whether “soft skills” are transferring to the job. (See an earlier edition of this Blog).

The second category of blended learning methods – group-oriented activities – is less common. In these methods the group is self-directed without a lot of input from “experts.” Quality teams used this method of learning, although they were not traditionally thought of as “learning activities.” Today, companies often use “development jobs” or “project teams” where learning can occur as work gets done. Role play can also fit this category.

The third category is individual-led methods. E-learning has been the mainstay of this category. However, performance support is becoming much more important, as are coaching-mentoring programs and help-desks. Next time…why Blended Learning?