Ever wondered about the benefits of blended learning for your team or organisation? Perhaps you’ve heard the term, but you’re unsure of what it means or looks like in practice?
Well, in this blog post we look at how blended learning could improve your team’s performance, as well as their enjoyment of/participation in their continued professional development (CPD).
Put simply, blended learning mixes more traditional, offline face-to-face training, mentoring and coaching, with online opportunities to study, game and chat. To find out more, read about Laughology’s Big Chats, Little Chats coaching programme for O2.
With budgets in many sectors increasingly squeezed and technology developing at a rate of knots, businesses and organisations are reviewing their CPD offers and turning to a blended learning approach.
I recently heard a group of people chatting about a computer-based training task, which their boss had asked them to complete. In fact, that’s not what they were talking about at all. They were comparing the amount they had paid their teenagers to do the online training for them – a tenner is roughly the going rate, in case you’re interested!
Upon a little more investigation, it turned out that there was a host of different reasons for people passing the task on and not doing it themselves. These included:
Whatever the case, there’s clearly a flaw in the system. Several folks are also out of pocket. Not only have the parents coughed up, but the computer programme, bought by the company, hasn’t provided good value for money on this occasion.
Face-to-face training remains one of the most successful ways to develop people – as long as the facilitator is engaging, and the content is relevant. We know that face-to-face training:
Classroom-based learning isn’t the only face-to-face training opportunity. Do you enjoy learning from others? Shadowing a colleague can be really beneficial. Are you seeking more solution-focussed team members? A mentor or coach can facilitate deeper thinking. Conversations can take place in the same room or online. The only cost is time.
Sometimes, a face-to-face training session isn’t the best form of delivery, particularly if the content is knowledge-based. In a previous role, I attended statutory ‘Health and Safety’ and ‘Safer Recruitment and Retention’ training. Personally, an online programme would have been better. And yes, I promise I would have done it myself – and not just because I have no teenage kids to share the load with!
When we feel under pressure at work or have busy personal lives, we don’t often have the capacity or the headspace to take on anything else.
If, at this point, we are three-line whipped to attend an event, any money spent will potentially have been fruitless. Either we cancel at the last minute, meaning our company still incurs the costs, or we do attend, but the information goes in one ear and out the other. Our mind is already distracted by what’s on our to- do list.
Better, then, to be in control of our own professional development and to ‘put the brakes on’ if necessary. Or, if possible, opt for something that reduces the pressure. With online learning, people have the flexibility to do the course when it suits them.
Of course, online learning can also lead to savings. It’s cheaper and less time-consuming than attending an off-site event with a trainer. One licence can even reach everyone in the organisation. Happy days!
If people aren’t motivated to learn, there are many ways they can avoid it - as with the example of the teenage kids. Similarly, by handing over greater ownership of professional development to individuals, some may try to ‘put the brakes on’ permanently.
Some team members can become frustrated with online learning, as they don’t have the requisite technical skills to fully access and enjoy it. Getting to grips with the technology, as well as the content, can cause cognitive overload.
For others, with less advanced people skills, ice-breakers or ‘chats on your tables’ can be thoroughly stressful.