Learn how to decide where training lives and how to incorporate it into your readiness program.
- How to identify the ideal mix of online and offline learning elements
- Strategies for creating and delivering engaging learning content
- Tips for measuring the success of your blended learning program
I’ve worked with Seismic Learning since 2014 in roles from sales development to account management, and now as a Product Manager. And, I’ve seen training and enablement drastically change over the course of the decade. Back then, nearly everyone was in an office and received their enablement through in-person, training sessions.
Fast forward to an increasingly tech-friendly, remote workforce, and to say learning styles have changed is an understatement. Now, a multi-format approach to training and enablement is critical. At last year’s Seismic Shift, we tackled this reality head on and provided new ways of thinking about learning. We wanted enablers to leave with practical and strategic tips to help them create a comprehensive plan that leads to impactful learning and enablement efforts.
Before diving in, let’s make sure we’re using a common definition for the term blended learning.
Generally speaking, blended learning is a training method that utilizes in-person (or virtual) instructor-led training, alongside self-paced e-learning. We can expand that definition even further to include other training activities, like offline tasks, practice opportunities, or role playing.
According to a 2018 report, nearly 70% of companies use some degree of blended learning in their training programs. I can only imagine that the number of companies specifically incorporating e-learning into their training programs has skyrocketed since COVID. Suffice it to say, a blended approach to learning is now a best practice.
And while the focus of today’s post is blended learning, I suspect hybrid learning is on many of your minds as well. While blended learning focuses on using multiple training modalities, hybrid learning serves people in the office and those who work remotely.
I recently partnered with my colleague Ashton Sword to discuss the best ways to understand blended and hybrid learning, as well as best practices that any organization can immediately put into action. Ashton has been with Seismic for three years as a Senior Strategic Consultant. Before joining Seismic, she was a Seismic customer who implemented a global instance of Seismic Learning. We recap our Shift discussion below!
Evan: What does blended learning mean to you? And what does it look like at the organizations you partner with?
Ashton: Blended learning, for me, means seamlessly combining traditional classroom teaching with online resources. Partnering with companies from financial services to home builders gives me access to a wide range of blended learning styles and scenarios. From virtually learning about retirement plans, to in-person training on pouring a foundation, it helps to clearly identify what must be in-person and what can be virtual.
E: Thoughtfully building a blended learning program is more involved than just creating a path of e-learning lessons. Why is a blended learning approach worth the extra effort?
A: It’s like crafting a customized learning experience, recognizing that each person has unique preferences and learning styles. A blended approach leverages the strengths of in-person and digital methods to create a well-rounded and flexible onboarding or everboarding experience. As we transitioned back to having sellers in the field, I helped many of my customers change their lengthier lessons to bite-size trainings that are easily accessed on a mobile device.
E: How do you determine what mediums to use in your blended learning? When might you use an instructor-led event rather than a lesson, or a shadowing session vs. a practice scenario?
A: The decision to train in person or virtually depends on factors like the nature of the content, learner preferences, logistical considerations, and the desired level of interaction. We can help customers evaluate content complexity, learner needs, and practicality to determine the most effective and efficient training format. I like to start with a survey to gauge how effective training has been for learners before we make changes. Meeting users where they are is key!
E: The key to blended learning is the inclusion of multiple learning mediums. How do you measure the success of each of those mediums, as well as the success of the learning program overall?
A: With virtual training, I believe it is a bit simpler. You have learner engagement and satisfaction that can be easily measured within the platform, as well as coaching areas such as practice or, my favorite, skills. This allows you to see how learners are performing with content and how they are applying it. Building your training based on desired outcomes or goals allows you to select the most meaningful metrics. For example, if one of my customers is trying to increase win rates, I recommend analyzing contributing factors like product knowledge, communication style, confidence, time management, etc. Those are areas where enablement can build lessons and opportunities for practice.
E: Instructor-led training and e-learning modules are regarded as the two primary building blocks of a blended learning experience, but what are some lesser-known components?
A: Definitely mentorship and peer-to-peer learning. Peer-to-peer learning offers several benefits, including increased engagement, diverse perspectives, and collaborative skill development. Learners often find the informal exchange of knowledge with peers to be more relatable, leading to enhanced understanding and retention. We’ve implemented wins of the week or challenges of the week with many of my customers, helping their colleagues highlight areas of growth and opportunities.
E: How do you see some of today’s emerging technology, like AR/VR or generative AI, playing a role in blended learning?
A: AI will be a massive efficiency gain for enablement teams and go to market teams. The ability to easily create content, smart search capabilities, and AI empowered coaching will all play a role.
E: With so many companies moving to a remote-first workforce, it can be a challenge to make employees feel connected to their colleagues and the organization. A customer’s approach to training offers an opportunity to highlight what makes the organization unique. In this flex-first world, how have you used blended learning and structured your training to reinforce what makes a company special?
A: While great e-learning lessons are fun and engaging and can reinforce your brand, a training program that only utilizes e-learning can feel distant and impersonal. This can be balanced by including instructor-led training events or peer-to-peer training opportunities that give employees a chance to interact with other their teammates and experience the unique culture of your company. Including offline tasks provides another opportunity for employees to understand what makes your company special – whether it’s an in-person coffee with a colleague in the same city, or an in-home scavenger hunt as part of an onboarding program.
E: Lastly, how would you advise our readers to evaluate their learning programs considering the discussion we’ve had on blended learning?
A: We’ve included a handout that can walk customers through the questions they should ask as they evaluate their learning program and understand blended learning styles. Also, partner with your Seismic Learning team for ongoing support, strategy and best practices!
Want a copy of the handout? Reach out to your account manager or schedule a call with one of our sales team members!
