BLENDED LEARNING toDAy: Designing in the new learning architecture 10 tips for blend design
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Elearning Company of the Year BLENDED LEARNING today: Designing in the new learning architecture 10 tips for blend design
2 Blended learning today Blended learning today 3
Table of contents
04 Blended learning today
11 Tip 1: All good blends have a spine
13 Tip 2: Be systematic in your blended design process
14 Tip 3: Work out your assessment strategy right from the start
15 Tip 4: Use personas
17 Tip 5: Keep asking why
17 Tip 6: 70:20:10 – a blend formula?
24 Tip 7: Think of a blend as a learning journey
25 Tip 8: Test your blend
26 Tip 9: It doesn’t stop after you have designed your blend
27 Tip 10: Manage, evaluate and respond
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But what is blended learning? What are some real examples?
Blended learning today
Before we get ahead of ourselves, let’s return to first principles: What is
It’s not a new term. But blended learning does have a new life. It used to blended learning?
mean just elearning plus classroom, in one order or the other.
Blended learning is the seamless There’s no silver bullet, or To illustrate by example, here are
But there’s an emerging set of new roll out blends that effectively use driving higher empathy and learner- integration of online and offline pre-fabricated set of blended some blends we have worked
opportunities and channels to solve just elearning and workshops! centric approaches. This means learning methods. These methods templates that ‘just work’. Each on. These will give you a sense
your performance challenges. getting to grips with the culture, can be formal and informal in the situation requires a bespoke of how we and our clients have
But, it is true that the options are context, and audience at a deep way they are created or accessed. design approach. approached challenges with
So what’s available to the so much greater than they have level, pin pointing their challenges blended approaches.
learning architect, the person ever been. As learning moves and needs and identifying where
who is ultimately responsible for towards being more pervasive: personalisation may be required.
a coherent and effective blend continuous, collaborative and Increasingly this means taking a
design? connected and not necessarily more campaign-style approach:
looking at the available channels,
Mini case studies of blends
“As learning moves towards being profiling and segmenting
the audience and delivering
more pervasive, there’s a growing move appropriate multi-media content
City & Guilds Way
towards a ‘resources’ not ‘courses’ that really hits the mark. And since
performance improvements are for Key challenge: Engage with a
approach to blended learning” the long term, the blend isn’t a one- young, mixed-ability audience,
off event. It’s a carefully planned who may not naturally connect
Clive Shepherd’s breakdown of the locked away in classrooms or on sequence of activities delivered with ‘education’, and provide
options below is an excellent one an LMS, there’s a growing move over time. Think of promoting practical, tailored catering training
to use as a checklist (See The New towards a ‘resources’ not ‘courses’ and embedding the blend as a that reduces (costly) mistakes in
Learning Architect – the Kindle approach to blended learning (a programme, that needs a marketing the kitchen environment, and that
download is nice and cheap!): phrase we first used in 2008 and is and service management element increases retention. If it’s proved
becoming, reassuringly, an industry beyond just project management. successful in the Food and Drinks
Let’s not kid ourselves that everyone mantra). Whilst delivering on speed, sector, the approach can be rolled
now uses all of these in their blends. scale and reach is one part of the out further.
There are many organisations out picture, it’s also about pitching
there who dream of being able to learning at the right level and Blend approach: Centred around
a bespoke portal that houses
Experimental On-demand Non-formal Formal over 40 short digital resources,
such as eTutorials, games,
Benchmarking Performance support Coaching / OJT Classroom courses
Job rotation / enrichment materials Mini-workshops Self-study elearning scenarios, videos, and mobile-
Online books friendly webapps, learners can
work through a personalised,
Project reviews Help desks Rapid elearning Outdoor learning
Performance appraisals Mobile learning White papers Collaborative distance tracked routemap to complete
learning the training they need. Learners
earn points or badges towards
Action learning Benchmarking Podcasts Computer games and
Continuous improvement Job rotation / enrichment Webinars simulations vocational qualifications as they
go, with the added engagement
“The absolute benefit of learners
Blended learning
Personal reflection Online search Open learning Professional and post-
factor of earning extra points being able to almost log into their own
Reflecting with others Using forums Communities of practice graduate qualifications
by completing extra challenges. portal and then start off on a number
There’s an active online
Formal adult education
community to discuss and share of tasks which I would be able to
Blogging Using wikis Continuing professional
Getting a life development
ideas with peers and Tutors, influence … great for differentiation.”
who can view learners’ progress,
6 Blended learning today Blended learning today 7
BP: Safety training
Key challenge: To create a
world-class training solution to
“We’ve gone from being a company
establish systematic operating where elearning was a dirty word to
procedures across an audience of one where it’s now accepted as a
12,000 + globally dispersed, shift-
based employees, and ultimately cornerstone of our capability strategy.”
drive and enhance safety culture
leadership in the business. Benefits: An award-winning South Africa. The technology-
blend with successful global take- focused blend has also helped
Blend approach: We engaged up. There have been well over change views on what makes
with top experts in the business, 50,000 elearning completions good learning, “We’ve gone from
the leadership team, and target for ‘Hazard Identification and being a company where elearning
audience user groups from a Task Risk Assessment (HITRA)’ was a dirty word to one where it’s
range of locations to define and ‘Isolations’ and over 8,000 now accepted as a cornerstone
needs and create a solution that attendances at related workshops, of our capability strategy. The
was fit for purpose. The result and the impact is being seen on products were one hundred
is a technology-led curriculum the ground “Three months after percent focused on their needs
that is completed over six- the HITRA programme we can see and tested by them for them. In
eight weeks, with a task at the improvement in risk assessment. partnership with [City & Guilds]
heart of each week. Learners We will get to a place of zero or Kineo, we got that.” Urbain
must successfully complete a minimal incidents.” – S&OR Lead, Bruyere, BP project sponsor.
realistic e-simulation, which is
accompanied by supporting
tutorials, reflective case studies
and lessons learnt. A face-to-face
input into forums and provide Benefits: Pilot was an differentiation.”. We provide more workshop, run locally, around
support for learners as they work overwhelming success with details on this case study later week five consolidates learning
through the blend. Tutors also positive feedback from the on, but the flexible, personalised, and enhances skills through a
have the added benefit of being learners, tutors, colleges and community-based approach to more complex, group task that
able to use the standalone digital project sponsors. 87% of the this blend has led to City & Guilds mimics real operations. The whole
resources in webinars or in the learners rated the community embarking on a programme to blend was led by a campaign
classroom. Learners use the portal and digital resources as good or deliver more digitally integrated for change, featuring leadership
beyond their formal training to very good, and tutors saw “the assessment and learning services endorsements, newsletters and
refresh their knowledge and absolute benefit of learners being moving forwards, seeing learning audience engagement to help
participate in the community. able to almost log into their own technology and online content as ensure successful take up and roll-
portal and then start off on a a “positive disrupter” to the more out of this wide reaching global
number of tasks which I would traditional vocational delivery. programme.
be able to influence … great for
Blend at a glance: Blend at a glance:
Personalised engagement Digital webinar/ community campaign etutorials & work Virtual Online
Portal Portal esimultations
routes device resources workshop & sharing for change case studies shop classroom assessment
tutor input & support
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Global Professional Services Firm: Interview Skills UK-based retailer
Key challenge: Transform a face- Key challenges: To train staff in Blend approach: The blend Benefits: New starters require less
to-face interview skills training a wide range of key skills more solution comprised of elearning hands-on training when they join,
course into a technology-based quickly and more effectively. To for induction and key skill and can take the elearning before
blended solution that’s scalable, record staff levels of proficiency. fundamentals, classroom-based they join to give them a head
accessible anywhere, anytime, has To reach large staff population sessions for more in-depth, start. It also easily fits in around
a low-lead time, and significantly who are geographically dispersed group-based learning, followed their shift patterns, and since it
reduces the time and resource and who work a variety of shift up by hands-on practical training delivers greater standardisation
commitment required. The patterns. To have the ability and on-the-job buddy training in of training, staff can move more
solution also needed to push the in the medium and long term stores to ensure competence on easily between stores. The blend
boundaries of innovation, provide to produce and maintain own the ground. All training records reduced trainer costs (time,
consistent and robust training training elearning content. are maintained in a Totara LMS for travel) and training venue costs
and, as a must, incorporate audit purposes. associated with classroom training.
interview role-play and feedback.
Blended approach: With an
upfront diagnostic, the blend Blend at a glance:
filters content depending on
experience level of the audience.
“Data shows the blend is meeting all of
The blend itself is made up its objectives. Average scores rating it totara
of elearning, eSimulations at 4.4 out of 5 across various measures” elearning classroom
On the job
training
Buddy
support training
and telephone roleplays and records
coaching. Multiple bite-size
elearning topics, including ‘watch also over the phone, from a received more focused and
and learn’ video scenarios, myth professional coach. tailored feedback and tips.
busters and virtual coaching can
be taken before learners tackle Benefits: In the first four
online interview simulations that months, data shows the blend
replicate the popular live practice is meeting all of its objectives.
from the classroom training. Average scores rating it at 4.4
With realistic video and multiple out of 5 across various measures,
routes through a challenging matching the benchmark of the
branching simulation, learners original and highly successful
have the chance to try their skills face-to-face solution. In terms
at interviewing once, or several of cost-saving, the organisation
times, with each experience estimates it will save around 1,500
being unique. To follow-up, professional working hours per
learners then participate in annum and annualised savings
further telephone roleplays with of approx. £75k in fixed costs. Using these templates
professional actors and then The added benefit of one-to-one
receive feedback and coaching, coaching means that learners Are these blended templates for re-use? No. So let’s step back from these and look at the
Each was right for its situation. Each was guided process and best practices that will help you get it
by a performance need, an understanding of right for your situation. First though – what’s really
Blend at a glance: the culture and environment, the budget and new out there?
technology considerations, and the right channels
to the target audience. They share some principles
telephone telephone in how they were constructed, but the approach
Diagnostic etutorials esimultations was different for each.
roleplay coaching
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Tip 1: All good blends have a spine
What’s new in blended learning?
The landscape of blended learning is changing all the time as more informal
and mobile elements start to get integrated into the overall blend. Here are a
few elements that we are introducing into our latest blends:
Flip the classroom – use group events to do activities and avoid information-giving
if you can
Do your lectures at home and your homework in class, to use the Kahn Academy
analogy. And ‘lecture’ can mean portal, MOOC, resources of any kind
Seamlessly move cohorts of learners into action learning sets
Integrate collaborative learning in between the formal sessions
Encourage decision-making as outputs of learning through crowd-sourcing
Introduce Open Badges for lifelong transferable records of learning
Blended learning is becoming a
rather nebulous term nowadays.
“A perfect blend is one that matches
Use HTML 5 to target multi-devices, from tablets to smartphones, providing just-in- Is blended learning simply a the learners’ needs and preferred way
time performance support and follow-up tips for mobile learning collective term for everything a of learning and, at the same time,
learner can find and do around
a particular topic, chosen from a represents the most cost-effective way
Bring experts into the classroom by going virtual – with professional producers
assisting subject matter experts smorgasbord of learning objects? to implement the learning solution.”
The welcome shift to learning
strategies based more on every step of the way. The We all know that learners are very
Support coaching with online e-tutoring within the blend ‘resources’ and less on ‘courses’ need for that ‘spine’ is why we different and so when designing
could lead you to believe that talk about a blended learning blends we should bear this in
you just have to send out an architecture. A well designed mind. The challenge is how far
Turn learning programs into change campaigns using modern marketing techniques instruction to your learners to go building allows free movement you can go to accommodate
out there and find whatever you around the rooms but it makes it all those different contexts,
Consider alternative assessment and evaluation techniques that fit with sustained want. easy for people to navigate and personalities and learning styles.
performance improvements e.g. contributions to online portals, peer and coach not get lost One example of trying to be as
feedback mechanisms This may be a good approach flexible as possible was a blended
for some learners, notably The same is needed for designing design for a client that allowed
confident, experienced or a blend. It should feel to the learners to either go through
Go deeper with upfront research, needs analysis and user profiling to tap into senior employees. But blended learner that they have some self-study modules before, or
available and appropriate communication channels, the social media and sharing learning has to be more than just decision-making powers in the after, a face-to-face workshop.
culture, and audience needs and motivations. ‘resources’. For many learners process but, where it is important, This was great for the theorists
there needs to be some spine that they have a clear path and the activists. It was however
and flow to the learning process through, what could be, many a real challenge to get the
Consider putting professional qualifications or accreditations at the heart of
even if they do not want to be learning options. blended design right, as the core
your blend.
told what they should be doing workshop could be attended by
12 Blended learning today Blended learning today 13
people who had completed a return on investment business
cases because ultimately the
Tip 2: Be systematic in your blended design process
certain amount of theory (through
the elearning) and others who blends must make financial sense
planned to do this after the – often you have to tweak a blend You don’t create a blended Here’s an overview of steps that
workshop. to make sure the numbers are design in isolation from others. a blended learning designer or
right. On that note, it is wise to So, you should create a schedule architect should try to follow when
Truly learner-centric blends put be able to back-up your blend and bring in the right people at defining any kind of blend:
pressure on everyone to create with a figure for how much your the right time.
flexible interventions. There’s no approach saves, compared with
point creating a comprehensive the default approach (savings
online learning experience prior against investment) or, if you
to a workshop in which the trainer are ambitious go for a return on
feels that they have to cover the investment calculation (more on Define learning objectives and target audience
same ground again. this later!). Needs analysis
“Truly learner-centric blends put
pressure on everyone to create flexible Is it to reduce costs, improve performance
or reach more learners?
Define key
interventions.” drivers
Getting the right balance It’s clear that a perfect blend is
Each learning point / topic will be handled by
between all of the types of one that matches the learners’
Match content to a particular delivery method
learning approaches that needs and preferred way of
delivery method
Clive Shepherd categorises learning and, at the same time,
(Experiential, On-demand, Non- represents the most cost-effective
formal and Formal) is a challenge. way to implement the learning
This is especially the case in solution. Often, there is a need What do the different types of learners want?
Check against
the area of encouraging and to compromise; this is where
target audience
integrating informal channels into the blended learning designer’s
your overall learning solution. people skills are most needed!
What are the most realistic delivery channels
So, at the heart of an effective
Assess and what’s the budget?
blend, there needs to be an
constraints
architect. This blended learning
designer must be able to assess
all of the options available to the
organisation and create a learning Define blend What will the learner experience be?
structure that seamlessly links architecture and
the different learning options learner paths
and provides a coherent learner
journey. They may have to think
Check ROI, adjust the blend and produce
like a marketing professional,
Test, amend, a Design Document
as some blends may need a
document
sustained campaign-like approach
in order to drive a larger
mindset or behavioural change,
Brief and manage the design and development
or help implement a change
Set up work process for each component in the blend
management scheme across an
streams
organisation. They also have to
be a bit of a whizz at calculating
14 Blended learning today Blended learning today 15
Tip 3: Work out your assessment strategy right from the start Tip 4: Use personas
“Official goals and stamps of approval to use it. This is less about
‘assessment’, and more about
The key to success in blended
design is to know your audience.
They talk about how you’re
going to stimulate demand. Who
people collaborate and on what
type of tasks?
can help add rigour to an organisation’s valuing other types of activity in This is more than knowing what are you trying to reach? With
learning offering and also shows real someone’s development journey. job roles and experience they what message? Where do those The ideal blend caters for as
Building a social profile is a good have, as the best blends should people hang out now (physically many of these disparate groups
investment from them in their staff, indication of learner engagement. have multiple options and paths. and virtually)? How do we use as possible. We find that a really
as it is the learners that gain the So, in determining the right those channels? What devices do useful exercise at this stage is
You also need to consider how blend, you have to acknowledge they use? How are we going to to define a number of typical
qualification, not the company” feedback will operate in the mix. the expected pre-existing range get action? learners (representing some of
For many, it can be a great you are going to know whether Especially for blends working of knowledge and experience the extreme, e.g. one could be
personal motivator to work your learners have achieved their towards qualifications or formal and the range of different These won’t answer all of your an activist, another a theorist
towards a formal accreditation learning goals. assessments. Once you’ve defined personalities and learning styles design questions. But they’re and another could be very
or qualification in a blended your assessment strategy, turn to plus attitudes to the learning in very useful starting points for experienced, another a complete
programme, and can work well for Formal methods may include feedback and consider who will the first place. understanding your learners beginner). These are referred
both vocational and non-job role invigilated tests, assessed review and feedback on formal to in the software industry
specific skills, such as leadership
or communication. Official goals
practical exercises, observation
at work, writing job-based
tasks and assignments, and how?
And who will review and provide
“In determining the right blend, you as personas.
and stamps of approval can help assignments or interviews by feedback informally to support have to acknowledge the expected This is a great exercise to do
add rigour to an organisation’s experienced assessors. Less learners during their learning pre-existing range of knowledge and with subject matter experts or
learning offering and also shows formal knowledge and skills journey, and who can feedback stakeholders, as it gets them
real investment from them in checks can also be done by and support them in their experience and the range of different to see that different delivery
their staff, as it is the learners online tests or classroom tests performance? Explore the role personalities and learning styles plus approaches and media types
that gain the qualification, not and observations. Not all blended the learner’s line manager, coach might be needed, possibly
the company. (One to consider if designers will necessarily have and, indeed, peers may play in
attitudes to the learning in the first challenging preconceived
staff retention is a goal). So it’s a a background in assessment so, their performance. After all, these place.” ideas of how training should be
good starting point to consider if you are going down this path, are the people on the ground delivered. It certainly helps in
if the blend can be based make sure you have someone who are most likely to report on Learning = Marketing and the channels to market you unearthing forgotten learning
around formal accreditation or experienced in assessment performance on the job. Consider In doing this – set learning should use to reach them. It’s requirements.
qualifications, such as the City techniques involved right from 360 degree type review tools, design aside for a moment also worth exploring the culture
& Guilds Way case study we the start. where others’ evidence-based and think like a marketing of the organisation or target The aim is then to create a
cited above. If this is the case, feedback plays a part in helping professional. Why? audience, and understanding blend that appeals to all of these
you’ll need to bring third-party But it’s also worth considering the learner and their manager what’s valued and celebrated, as personas. Maybe not all of the
accreditors into the mix early on some much more informal ways recognise their strengths, gaps Because blended design is well as attitudes to sharing and time but certainly a lot of time!
to understand how to design you may be able to gauge and improvements. And, of really about engagement and collaboration. For example,
for accreditation or qualification that learning and performance course, don’t forget that learners’ persuasion. We’re trying to sell what do they tend
and/or adjust existing training improvements are taking place. own reflections really count, a concept to learners. Who to celebrate and
to map to specific qualifications. For example, how much might the especially if you’re striving for engages people for a living? communicate?
You might find that your current stakeholders value contributions higher empathy, learner centric Who spends their waking hours How do they deal
learning solution is 80% of the to a community of practice such experiences. Diagnostics, trying to provoke, stimulate, with mistakes?
way to a recognised qualification. as uploads, tip shares, and forum reflective surveys, learning shock and humour people into How open
posts? If they are committed journals are some of the methods changing behaviour? Marketing are people
But even less formal learner paths to getting a community up and that you could consider, but professionals. They’re in the in sharing
need some kind of ongoing running and genuinely support again, it needs to be recognised persuasion business. If you involve examples
assessment and feedback so social learning, then recognising by managers and coaches to them (as we do) in ‘learning and stories?
learners know they are ‘getting usage and contributions in count. Feedback loops and projects’, they are refreshingly How do
it’ and you know they are getting someone’s performance review support can be underplayed in disinterested in the efficacy of the
it as well. So, it is crucial that you is key to creating this learning blends, so make sure you give it design model or the details under
define right from the start how culture and furthering motivation its due attention. the bonnet of your approach.
16 Blended learning today Blended learning today 17
Here is an example set of personas created by one of our clients for a Data
Tip 5: Keep asking why
Protection learning requirement:
Bob “I want the whole picture” There tends to be three main
drivers behind a blended learning
“Every situation is unique, so it will all
• IT Analyst design. It can be aimed at: depend on what you discover as you
• Works at WHQ • Delivering better performance go though the filtering process.”
• 34 years old • Reducing costs of delivery
• College graduate • Reaching more people, more
• Why am I doing this? quickly taking a campaign-like approach classrooms
• Isn’t this complex? to the blend could work well. • It should focus on performance
• Where are the principles? Quite often it is a combination support and on-the-job
• Don’t want to be exposed sharing my thoughts of these three but, if there is one If it is primarily aimed at reducing learning
• No glitz please prime driver, then it could make a cost of delivery: • May involve tapping into social
• “I think I’m pretty good at this”– they think they are well organised significant difference to the nature • It may need a higher proportion media and other channels to
• Reads internal forum posts and expert’s tips, but doesn’t post to them of the final blend. of online elements like elearning connect with people in the
• Attends ‘learning lunch’ talks and virtual classrooms spaces they use on daily basis
• Uses smartphone If it is primarily aimed at • It should encourage ongoing
delivering better performance: coaching by line managers Every situation is unique, of
• It may need ample opportunities and collaborative learning course, and so it will all depend
Jan “Let me have a go” for coaching and skills (though of course this only on what you discover as you go
development through practical addresses the above-the-line through the next steps in the
• Sports Marketing Specialist face-to-face workshops costs – if you take into account filtering process. For example, if
• Works at EHQ • Knowledge-based elements the additional time of managers keeping delivery costs down is
• 28 years old could be provided by elearning and learners the figures might crucial, it might depend on the
• College graduate with realistic online simulations not look so good) number of learners you have.
• Thinks training is a lot of noise and a waste of time • On the job performance If there are low numbers, more
• Just wants to know how fast she can get through the training support could be delivered on If it is primarily aimed at reaching traditional face-to-face delivery
• Comfortable with IT and computers mobiles or as pocket guides more people, more quickly: might in the end be less costly
• Get straight to it • It should encourage best • Again, it may need a higher than developing an elearning
• Sounds ideas out on Yammer with closed group of peers practice sharing and proportion of online elements module from scratch on the topic.
• Googles quick tips to prep before tasks if needs some guidance collaborative learning like elearning and virtual
• Uses mobile apps for time and task management • Ongoing assessment and
• Uses Smartphone and own Tablet perhaps formal qualifications
Let’s look closer at the City & Guilds Way project as
could be built into the blend
an example. So, what are the key drivers?
Kim “Just tell me what I need to know” If the performance is connected to
Delivering better performance? Definitely
a bigger change, and needs to get
Reducing costs of delivery? Definitely
• HR Specialist the audience into a new mindset
Reaching more people, more quickly? Definitely
• Works in Asia or drive behavioural change,
• 42 years old
• College graduate
Tip 6: 70:20:10 – a blend formula?
• Engaged in the process, just tell me what I should do…
• Slight training overload
• Comfortable with IT and computers When you start to design your There are a variety of ways in Overleaf are the options you have
• Has the time to do the training blend you need to look carefully which you can do this. You can and the topics/type of learning
• Wants: Make it clear at what you want to achieve and focus on the learning objectives that are typically best suited
• Has too much work what you want to cover in your or the key learning points or (using the much used 70:20:10
• Tends to work at home a lot – takes things home all the time! overall program. messages. For each of these, categories of Lombardo and
• Looks up elearning tutorials or downloadable guides for help you need to assess what type of Eichinger).
• Uses Smartphone learning delivery is most suitable.
18 Blended learning today Blended learning today 19
The 10%: formal learning plus reading The 20%: feedback
Diagnostic tools • Structured reflection Coaching – virtual and/or face • Skills development and application of knowledge
• Self-assessment: capability/confidence/experience based to face • Building an individual learner’s commitment to change
• Diagnosing learner path/related resources • Focusing on specific development areas for the individual learner (rather than
the general needs a learner group may have)
Classroom • Experiential learning
• Informal feedback and support during tasks, as well as formal feedback at end
• Activities which can engage learners at different levels e.g. logical (the head),
• Target and measure business improvements within the learner’s remit
practical (hand) or emotional (heart)
• Sharing experiences Mentoring – virtual and/or face • Providing positive role-modelling
• Applying knowledge to face • Support and advice for long-term personal development
• Skill building • Informal feedback and support during tasks
• Awareness raising
Peers • Informal or formal feedback from peers based on evidence from group
Standalone elearning resources • Knowledge development (good for processes and procedures, core job learning activities, assignments, and on the job
such as scenarios, games, case knowledge and principles)
studies, tutorials • Attitude changing
The 70%: informal on-the-job experiences, tasks, and problem solving
Standalone elearning resources • Knowledge development (good for processes and procedures, core job
such as scenarios, games, case knowledge and principles) Performance support • Just-in-time knowledge (which applied immediately helps build skills and
studies, tutorials • Attitude changing competence)
Video: tips and stories • Knowledge sharing Online collaboration and • Knowledge sharing
• Sharing experiences communities of practice
• Attitude changing (information sharing and wikis)
Online group simulations • Decision-making skills and working in groups Assignments •E
xperiential learning
• Emulating the reality of the workplace •A
ctivities which can engage learners at different levels e.g. logical (the head),
practical (hand) or emotional (heart)
Face-to-face pair or group tasks • Decision-making skills and working in groups •S
haring experiences
• Sharing experiences •A
pplying knowledge
Webinars • Knowledge sharing •S
kill building
•A
wareness raising
Virtual classrooms • Knowledge sharing (from experts and fellow learners) Practical activities and
exercises – applying knowledge, problem solving Job rotation • Knowledge development (good for processes and procedures,
core job knowledge and principles)
Synchronised forum discussions • Knowledge sharing (from experts and fellow learners) Practical activities and • Attitude changing
and debates exercises – applying knowledge, problem solving
Action learning • Knowledge development (good for processes and procedures,
Mobile tips and apps • Knowledge development core job knowledge and principles)
• Practical exercises • Attitude changing
Newsletters • Awareness raising Performance reviews • Knowledge sharing
• Attitude changing • Sharing experiences
• Knowledge development • Attitude changing
• Knowledge sharing
Online magazines • Attitude changing This is not an exhaustive list, of how much can you stimulate and • LMS
• Knowledge development course, but it demonstrates that support informal learning on the • In-house messengers such
• Knowledge sharing
you can build a comprehensive job. as Yammer
Expert blogs and online articles • Attitude changing learning experience only if you • Forums
(pushed on portals, through • Knowledge development apply an appropriate spread of What are the possible • Portals
Yammer etc). • Knowledge sharing
them within your blend. performance support channels • Community sites
Workbooks • Structured reflection and work practice observation or resources or communities of • Video sites such as Vimeo
Podcasts • Knowledge sharing Check out how much of your interest that you could add into or Vine
blend is in that more traditional your blend? • Web or video conferencing
Guided reading and research • Knowledge gathering and sharing
10% formal learning camp. • Newsletters
Assessment and accreditation • Confirmation that learners achieve their learning goals and identification of Obviously a lot will be in there as, List out the available and popular • Learning Lunch talks / Google
remaining learning gaps
by definition, you are designing communication channels and hangouts
• Formal acknowledgement of knowledge and capability which helps build
confidence and motivation and successful career paths it. But, if you are a little light in social hang-outs (virtual and face- • Action learning group
the 70% area (the informal / on to-face) such as: meet-ups
the job area) you should think20 Blended learning today Blended learning today 21
Handwashing game soap dispenser. But they need Did the engagement work?
A worked example: In this short game learners watch
the day in the life of a kitchen
to watch out as they only have a
limited amount of soap so they
“They loved the idea of points.
Oh my goodness, they became so
City & Guilds Way – the blend in detail porter – as he conducts various
tasks the learner needs to decide
need to spot the key moments. competitive”
Learners were drawn to their
when the crucial handwashing learning – 24% logged on outside
Delivery channel moments are by pressing the of college
Bespoke portal Online
and community
We created a portal to deliver the
experience and whilst it houses Standalone elearning
formal learning resources, it’s resources
also a hub for more informal and A range of over 40 short,
community interventions. It’s a engaging digital resources
rich source of inspirational, peer targeted at our typical learner.
rated, sector specific content For the learning content strategy
focusing on news, careers and we developed clear ideas about
employability. how to create resources that Did it work?
would capture their interest “The variety of different learning
Current and popular content is and imagination. They range styles…I thought it was very
pushed to the surface to grab from standalone videos and impressive.”. 67% of learners what it’s like from the horse’s
learners’ attention and draw animations through to interactive agree they learnt more than mouth. On this portal we made
them into discussions on forums, tutorials, scenarios and case expected (over a target of 60%) good use of existing content on
games, competition, and further studies. Resources can be used the web – linking to YouTube
learning. independently or as directed Interactive PDFs and other sites to deliver great
by tutors as part of a classroom Here’s an example of how, in content.
From the portal, learners can or webinar setting. Here’s some contrast to some of the richer
check their learning progress examples: more animated resources, we
via their personalised learning support in this design so it also 100% of tutors think it’s is a produced some cost-effective
routemap. Here they can see provides a handy tutor view, credible source of careers advice interactivity in the form of
their progress quickly and visually, enabling them to see how their for learners. interactive PDFs:
as well as any areas where they learners are getting on and early
might be falling behind. Tutors warning of those who might be
were a key group for us to falling behind.
Engagement layer
Dr Spotless
Gamification An animated ‘graphic novel’ Mobile app
To draw the audience in style story which brings to life This easy to use web app enables
we designed a competitive the impact and importance of learners to check their knowledge
engagement layer. Learners hygiene in food safety. and rate their confidence in key
earn points and badges as areas.
they complete key tasks and When Dough Goes Wrong
milestones. As part of this we An entertaining ‘Crimewatch’ Virtual Classrooms
gave tutors an extra ‘carrot’ style video that investigates the Tutor-led virtual classroom
to dangle to more reluctant common culprits behind unrisen Curated videos sessions can be run with cohorts
learners – they can set learners a or undercooked bread. Learners who are exploring their of learners and make use of
challenge to earn bonus points future career options can browse standalone digital resources as
for completion of a key activity. an interactive video wall to hear required.22 Blended learning today Blended learning today 23
Assessment and qualifications Performance support
who were set ‘challenges’ said Online community
they put in more effort. We implemented community
functionality into the portal,
We also awarded learners with empowering learners to create
badges for key tasks which groups to share ideas and
helped them develop their inspiration. It’s also a channel for
functional skills in maths, English tutors and / or City & Guilds to
and IT. In these areas learners are broadcast messages and respond
challenged to go from Beginner to queries.
to Guru level. They can also
unlock the ‘Leader’ badge which On each piece of content,
gives them a level of status and learners add a rating and leave
authority within the community: comments. We also tagged all the
content, allowing learners to see a
handy ‘related content’ box (a bit
like ‘Amazon recommends’).
Ongoing assessment Interacting through challenge
Coaching and mentoring
and feedback and reward: Our engagement
Progress and assignments could layer allows learners to collect XP
be reviewed by tutors, and they points along the way – marking Tutor feedback
had ability to provide tailored their progression and growing and coaching
feedback and set further tasks. levels of expertise. As you can see below tutors
are able to keep track of their
Online assessment Badges students’ progress, set tasks and
and reward: Tutors could set extra challenges even keep certain learners on
Points for achievements for key learners: 75% of learners their ‘watch list’.
Tutors can provide one-to-one
Informal online feedback and coaching, and
participate in the community as
News articles, industry news updates into the the experience beyond the formal an expert contributor.
podcasts and links blend as well as links through learning, and mimic social media
Taking a marketing campaign- to related articles or videos on sites.
like approach, we built in current YouTube to engage and enhance
Formal offline
Classroom – practicals references within these sessions. lessons and demonstrations in the
Learners get stuck in to putting classroom and can make use of
their cookery knowledge into Classroom – tutor-led the standalone digital resources
action in the training kitchen – sessions to do so if required.
using online learning resources as Tutors provide further in-depth24 Blended learning today Blended learning today 25
Tip 7: Think of a blend as a learning journey Tip 8: Test your blend
If you have a rich mix of options in deliver deeper knowledge or a You should always calculate Here are some possible areas So, although it is understandable
your blend you will find that you diagnostic game? the total learner time; a key in which you could see financial that you don’t try to estimate
should have enough variety for component in making your benefits: ROI on your blend, there’s no
everyone in terms of the learning It’s handy to create a quick business case for the new excuse for you to skip doing a
opportunities available to them. reference matrix (that becomes blend. If one of your drivers was • Increased productivity quick SOI. All the data is at your
a key part of your final blend to reduce costs, it is essential • Increased sales disposal (number of learners,
The key to success though, will be design document): to compare your new blend to • Improvements in attendance cost of development, average
how you lay out that learning the status quo to show it is less • Reduction of errors salaries of learners, travel and
path. Too much of one learning Blend component Delivery method Learner Typical expensive to deliver. The learner • Reduction in staff turnover accommodation costs etc),
approach at the beginning may (if applicable) time timeframe time will be a significant part of you just need to feed in your
de-motivate a particular learner, Attention grabber Animation 2 mins Week 1 that cost. If you can show that Return on investment is proposed blend in a spreadsheet
e.g. a series of workshops to start your blend takes less time to do often presented as a ratio or and see what it tells you.
Our customers Self-study elearning 15 mins Week 3
a blend might not be appealing or reduces wasteful travel time, percentage. So, it could be 100%
module
to a strong theorist. They would you will have a key part of your or 2:1, if your benefits are twice as We regularly use this approach
want some background and detail Handling customers Virtual classroom 1 hour Week 3 business case already worked out. large as the overall costs. to assess likely savings on
early on to get the whole picture, Coaching debrief etc Meeting with line 30 mins Week 4 investment for a blend.
an ideal scenario for some manager Remember these key drivers: For some areas, potential ROI
elearning before and between is easier to assess than others; If you have a target cost
the workshops. Mapping each component to a other resources, or perhaps share notably in the area of sales reduction for your blend, then
• Delivering better
typical average learner time (this items with one another. If you’re training. But there is a reason why you may start to tweak the blend,
performance
We will look at how you create could be down to a much more taking a campaign-like approach most training programmes are perhaps adding more elearning
• Reducing costs of delivery
these learning paths and overall detailed level than the categories to your blend, as part of your launched without an ROI analysis; if the numbers of learners are
• Reaching more people,
structure your to blend at a later above) will allow you to plan learner journey it may be useful it involves a lot of assumptions significant. Remember: it’s all a
more quickly
stage in the process. First, we how much you can expect your to list out not only the ‘planned’ and a lot of number crunching. numbers game. In some cases,
have to take into account all the learners to do each week. components, but also how you you may find the numbers of
constraints such as technology might monitor and be responsive Ask yourself: “Does this blend It is much easier though to work learners don’t justify either
infrastructure, budget, time to Even if the idea is to provide a to user-generated events. We talk meet the requirements identified out a savings on investment elearning or face-to-face delivery
roll-out, etc that will significantly wide spread of resources with about this more in our final tip right at the beginning of the (SOI) i.e. show that a new blend – so maybe more use of virtual
modify our blend. It’s time to a pre-ordained specific route below. process?” is less expensive to design classrooms could be the answer?
get ‘real’! through them, it is important that and deliver. Obviously this is
you visualise how typical learners If it is about delivering better straightforward to do for an Your key driver for the blend
This is where thinking like a might take their own paths and performance, you need to existing program (such as 1 or 2 might be simply reaching more
campaign specialist can help ensure the way you present show there is a clear return on day workshop) but, if it is a fresh people, more quickly. If the blend
You will now have a high-level these paths will be intuitive and investment (ROI). The investment learning requirement, you could you have come up with relies too
breakdown of all the elements useful. Obviously not all blends will be a combination of design work out a baseline figure for much on fixed delivery points,
that will be in your blend, but are linear in nature – it can be a and development costs, the what it would cost to design and such as workshops, or makes it
there is one thing missing: a genuine smorgasbord of options delivery of the learning and deliver it in a standard format hard for all the target audience to
vision of the learner journey. – with structure but no set linear finally the learner costs (travel, such as a face-to-face workshop. get what they need, you will need
Where do you want them to curriculum. accommodation and of course to look for more flexible or more
begin, and what’s the best the actual productive time lost If the key driver is to reduce standalone elements.
communication channels to kick As you’d hope with a strategic while the learners are learning). costs then this is an important
off with? Some well-designed online campaign, there’s likely Put against this you need to calculation. The assumption in
posters to plant seeds about to be an element of planned estimate what financial benefits these instances is that you aren’t
the subject, an attention events and ideal routes through, you can expect from this necessarily looking to make
grabber that tells some and then an element of the investment. the learning significantly more
stories and drives intrigue organic and user-driven events, effective; you will be judged on
could follow, moving into as people create spontaneous the fact that it is as effective but
the first elearning module to forum discussions, link through to less expensive.26 Blended learning today Blended learning today 27
Tip 9: It doesn’t stop after you have designed your blend Tip 10: Manage, evaluate and respond
Your role as a blended designer Blends are rarely perfect right out mentors and line managers
– or let’s promote you to a new of the gate. You need to keep involved? You need to plan in the ongoing
Learning Architect, shall we?! – watching and listening and be • Who will moderate and be programme and editorial
must involve ensuring the vision prepared to adjust. the voice in any feedback management, along with regular
is delivered. channels or forums? reviews against your success
You should always think about • What data will tell you what’s criteria. Ultimately all blended
So, you need to document it the ongoing management after working? MI from your LMS, learning solutions are judged
all first. This specification or launch, especially if your blend is Google Analytics from your on the results we achieve against
blueprint tends to include the to provide sustained performance Portal? Surveys with learner the metrics that our organisations
following sections: support. Don’t forget to factor feedback? care about. Innovation is one
management time into your ROI • What’s the hard data telling thing – hard measurable results
Your blend design documentation too. You want your campaign you? You must target a is quite another.
to be responsive, and adjust to change in agreed business
• Business aims and key drivers for the learning
learner needs – that takes human metrics (e.g. reduction in So align with the business
• Breakdown of learning outcomes and profiles for the target audience (Available and viable
effort. accident levels, increase in from the outset, be open to
communication channels)
reporting of potential security all available methods, test and
• Blend breakdown (description of each blend component, its delivery method, the average learner
We recommend you think about: breaches, improved customer refine, and never stop measuring
time to complete each component and typical timeframe in which this component is started and
• Who is going to programme feedback)? against your goals.
completed)
manage and respond to the • How will you stay responsive?
• Assumptions behind the blend (a chance to state what pre-requisites are necessary e.g. line manager
changes, and adjust course as Who will design and produce OK, so it doesn’t fit on a t-shirt.
support if on-the-job coaching is a key part of your solution)
needed? any quick interventions But that should be the mantra
• The business case for the blend (ROI, SOI or the total reduction in time to reach all learners)
• Who will be the editorial voice needed (e.g. a webinar to of the new learning architect
• Risk analysis (what are the risks and how will they be mitigated?)
to maintain consistency of respond to an emerging responsible for the next
• Personnel and budget requirements for the blend
tone? theme, a quick guide for generation of blends.
• Responsibilities for overseeing and delivering each component in the blend
• How and when will you keep managers on how to deal with
• Initial project plan for designing and delivering the blend
experts, tutors, coaches, a business challenge?)
This document will set out each Ideally, you will have project
of the components in the blend. managers and learning
The design and development of consultants / interactive designers
each component represents a for each of the work streams.
work stream that may progress The job of the blended learning
in parallel with others or may be designer is to ensure they stick to
linked directly to the completion the initial blend blueprint and the
of another. final solution delivers the business
The role of the blended designer
case set out in the design
document.
Considering a campaign for change?
is to brief each group involved so We’ve worked with several Marketing aims to attract, to changing needs, and provides
they understand how their part of organisations on what we’d persuade, engage and convert performance support for the long
the blend interacts with others. describe as a campaign-based people into believers – and so term. Whether it’s a campaign-
approach to behaviour change. does great learning. Plus if you’re like blend, driving traffic to
This has a foot in two camps: looking at sustained performance your learning, or designing an
learning of course, but just as improvements, you probably elearning course for real impact,
importantly, marketing. They’re want to move beyond one-off why not get in touch to explore
more tightly connected than training interventions, and look ideas. You can also take a look at
sometimes we realise. to sustained learning campaigns: our thoughts on campaigns on
successfully implemented, our website.
genuinely engaging, respondsWant to take blended learning forward in your organisation? City & Guilds Kineo and The Oxford Group work together to provide high-quality blended solutions, based on Kineo’s expertise in blended design and implementation, and The Oxford Group’s learning consultancy and expertise in face-to- face and virtual learning delivery. To find out more about The Oxford Group: email marketing@oxford-group.com or visit www.oxford-group.com You can find more guides, insights and tips at www.cgkineo.com/resources City & Guilds Kineo helps the world’s leading businesses improve performance through learning and technology. We combine 130 years of quality in learning, with award-winning customer service and innovation. We’re here to take on your learning and performance challenges – and deliver results. So, how can we help you? info@cgkineo.com | 01273 764070 | www.cgkineo.com Elearning | LMS and Learning Portals | Blended Solutions | Apprenticeships | Accreditation | Qualifications | Consultancy | www.cgkineo.com
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