As long ago as 2004, Garrison and Kanuka pointed out that “no two blended learning designs are identical” but this distinction doesn’t simply suggest that the right blended learning mix for one company will never be exactly the same as the right blended learning approach for another. Creating the ideal blended learning mix for your business’ leaders and managers isn’t enough. What you really need to be able to do is to create distinctive learning blends calibrated to support each of the performance outcomes you’re trying to achieve. This requires expert blenders and the very best ingredients.
L&D professionals who successfully introduce blended learning into their business don’t do it by developing a company wide roll-out strategy, they do it by getting the blend right – one performance outcome at a time. As skill and experience build, new opportunities to re-calibrate resources to support more performance outcomes become manifest.
Two things need to be true for this to happen successfully. One: the blender (or L&D professional) needs to have an absolute understanding of the outcome that the learning is expected to deliver. And two: the ingredients available must be premium produce, versatile enough to support a growing menu of performance goals.
It’s actually pretty liberating when you accept that the right blended learning strategy for your company’s leaders and managers is going to be a whole variety pack of blended learning flavours, each specially fortified to support one of your company’s unique performance objectives. The critical thing is to make sure you have the right ingredients to succeed. Here’s our recipe plan for getting started:
Find out what ingredients you’re working with already. Think of the learning inputs you currently have available to you. Are there a small number of trusted resource staples you’ve always turned to? Have any of your learning resources past their sell-by date? Is the resource bank cluttered with exotic ingredients you wanted to try but never got round to? Audit every learning resource you have now and ask why each of them are there: if you can’t remember the performance objective a resource was supposed to support, ditch it, you probably don’t need it.
Choose the first three performance outcomes you want to achieve then plan and research the tools and resources you need to achieve them. With a newly de-cluttered workspace to create in, you’ll find you have some of the basic resources already and the new resources you need to achieve key performance objectives will be more conspicuous in their absence.
Creating multiple blended learning approaches to support a variety of well-defined performance objectives requires really versatile resources. Since no two objectives can ever really be delivered using the same recipe, the resources you choose must be long lasting and versatile enough to support a growing number of learning scenarios.
GoodPractice toolkits are easy-to-access collections of support resources that help senior employees complete the difficult challenges they face everyday. Comprising case studies, audio guides, how to’s, self-assessments, key ideas and more, our toolkits are helping L&D professionals deliver better blending learning approaches for senior company executives every day.
Book a custom demo or call us on 0845 22 33 00 2 to talk about the toolkit you need to kick-start your blended learning strategy this summer.