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What stops us delivering true blended learning experiences?
Presenters:Linda Oberg, Instructional Designer, Xtractor - [email protected] Larsson, MAX - [email protected] Lars Hyland, Chief Commercial Officer, Totara Learning - [email protected]
A blended session...
Building blended learning experiencesReal world blended design – MAX case studyApplied blending – your ideas!Barriers to blendingDiscussion
What is blended learning?
A learning intervention
that combines a number of
methods/media
Delivery Channel
Social Context
Comms Mode
Learning Strategy
Face to face, offline, online
Alone, one on one, group, community
Same time, own time
Instruction, guided discovery, exploration
A blend of learning theoriesCognitivism• Bloom• Clark• Gagné
Performance Support
• Gery
Constructivism
• Piaget• Vygotsky
Situation dependant on…
…the people you serve…the skills to be mastered…the context of performance
Ingredients of blended learning
Formal / InformalTechnology / People-basedIndependent / SocialDirective / Discovery-oriented
Assessment
Self-paced learning
Live events
Performance support
Collaboration
Does blended learning work?
Blended design outperforms online instruction……which outperforms face to face
Organisations already using blended design: 80%Organisations expecting to grow use of blends: 80%Classroom + e-learning – most frequent “blend”
Blends becoming more sophisticated:
WebinarsSocial learningOn the job trainingCoachingMobileBite-size resources
Blending into the workplace
ClassroomActivitiesOnline modulesAssessment
Mentoring Coaching
Global networksPeer interactions
Best practice forums
Blended learning via work-based activities
FORMAL INFORMAL
Work based blended learningWork based activities are:
Completed as part of a blended courseCarried out partially or fully in the workplaceBased in a relevant (real) workplace problem/projectPartially assessed by a workplace supervisor/coachCaptured and shared using online social toolsInvolve facilitation and mediation by
InstructorSupervisorExperienced peers
Deciding on the right blend…
On the job trainingCoaching
Online communitiesEmail
Role modeling
MentoringInstructor-led
classroomWorkshops
Live e-learning
WorkbooksOnline knowledge
databasesVideo/Audio/DVD
Online resource links
SimulationsOnline learning
modulesScenarios
Performance support
Online help systems
Costs CostsLOW HIGHTo
uche
s
Touches
HUMAN
SYSTEM
Deciding on the right blend…
CoachingMentoring
Online communities
EmailWork teams
Print job aidsOnline help
systemsOnline resource
linksOnline self
assessments
Live e-learningLive simulations
On the job trainingWorkshops
WorkbooksDocumentation
ScenariosVideo/Audio/DVD
Online learning modules
Experience ExperienceSOCIAL INDEPENDENTLe
arni
ng R
esou
rces
EXTENSIONS
INSTRUCTION
Learning Resources
Deciding on the right blend…
WorkbooksRole modelingLive e-learningDocumentation
SimulationsScenarios
WorkshopsOnline learning
modulesVideo/Audio/DVD
Online resource links
On the job trainingOnline forumsPrint job aids
Online communities
Live e-learningMentoring
E-mentoring
Time to Implement Time to ImplementSHORT LONGCo
nten
t Sta
bilit
y
STABLE
VOLATILE
Content Stability
Framework for blended learning design Uses both formal and social elementsEnsures deeper integrationTwo components:
social, co-creative community spacesformal gateways
Scaffolded social learning
Open source blended learning
Open source software products available through subscriptionDelivered by worldwide partner network (including Xtractor)
Totara LMSCourse building - available activitiesDynamic audiences - personalised learning / adaptive experiencePerformance Management - structures to support learning transfer
Totara SocialCollaborationShare best practices
Open source blended learning
What’s stopping us blend effectively?
Lack of skills to design blended solutionsNo resources to manage roll outsConcern that learners will dislike itNo management/leadership support
Any other barriers?
Exercise
Improve the Blend!
Discuss how you could improve the design to deliver a more personalised experience and easier transfer into performance in the workplace.
Summary points
Identify barriersStructure blend accordingly Focus on transfer and embedding activities into a real work contextEncourage sharing and collaborationInclude managers in the design and secure time commitmentPersonalise the experience to the job role and take into account prior experience
Useful resourcesMore detailed information and training on blended learning:www.morethanblended.comSocial learning best practice guides:www.totaralearning.com/resources
See Xtractor for information:www.xtractor.se
