Blended learning

The digital transformation has fundamentally revolutionized the way we work, learn, and interact. For large companies, this represents both a challenge and a unique opportunity, especially when it comes to training and educating their employees. In this context, blended learning is becoming increasingly important. But what exactly does this term mean? And why should your company use it?

The term “blended learning” refers to a mix of different forms of learning. The aim is to combine the benefits of analog face-to-face sessions, such as seminars or workshops, with the flexibility of digital learning. The content of analog sessions can be consolidated in digital form or reallocated to enable face-to-face sessions to give more time to practical instruction that requires personal support from teachers or specialized rooms. This not only makes learning more effective for everyone involved, but also offers more flexibility in terms of where and when people learn.

Verband der europäischen Blended-Learning-Akteure e.V. [Association of European Blended Learning Experts]

In blended learning, the various forms of learning are brought together and interlinked in such a way as to take advantage of the benefits of each form of learning and compensate for their disadvantages.

Blended learning—also known as integrated learning—is an approach that combines traditional classroom training with digital forms of learning. This method offers a flexible and efficient solution to meeting your employees’ individual training needs while making optimum use of your company’s resources. Imagine a training program so flexible that your employees can access it anytime, anywhere, without compromising the quality of the training.

For large companies that are already using or planning digital training products, blended learning offers an excellent opportunity to expand and improve existing programs. By combining different learning methods, they can not only improve learning outcomes, but also increase employee motivation and engagement. It’s not just about imparting knowledge, but also creating a learning culture that promotes innovation and strengthens employee loyalty.

Not all people learn the same way. Some take in more knowledge through listening, others through clear infographics, images, and videos, while others need to experience things themselves in order to remember them. The combination of face-to-face sessions and eLearning means everyone can focus on the most effective learning method for them as individuals. For example, if someone finds it difficult to listen for prolonged periods, they can listen again later, using eLearning to learn in small bites. Those who are more practically inclined can look through the theory on their tablet at home before practical seminars and then consolidate it directly.

The self-direction required with eLearning contrasts with the external monitoring involved with face-to-face learning. This ensures that learners who find it more difficult to learn independently are also motivated. Levels of knowledge can be compared and adjusted, and teachers can go over new content that would be challenging for learners to assimilate through self-directed learning.

In addition to face-to-face events, blended learning offers the opportunity to decide for yourself when and where to get to grips with new information. Not everyone prefers to learn early in the morning or at a tidy desk. Instead of forcing learners into a fixed timetable that suits neither their individual needs nor their day-to-day lives, the self-direction involved with blended learning ensures that learning is as effective as possible.

Blended learning enables learners to access materials and resources at any time and from anywhere. Online components mean that they can attend courses regardless of geographical restrictions, which is particularly useful for people in remote areas or for those with limited mobility.

Everyone learns differently, and blended learning can cater to individual learning styles and speeds. Digital platforms often offer adaptive learning paths that automatically adjust to each user’s performance level and preferences. This not only increases the effectiveness of the training, but also boosts learner motivation.

The combination of online and face-to-face formats can significantly reduce costs, especially when scaling training programs. Digital tools also enable you to distribute teaching materials efficiently and manage the learning processes while reducing the amounts spent on physical premises, travel, and materials.

Blended learning encourages interaction between trainers and learners as well as among the learners themselves. Face-to-face phases allow for in-depth discussions and practical exercises, while online tools such as forums and chatrooms support interaction and collaboration outside the classroom.

The term “blended learning” merely means that face-to-face sessions are combined with eLearning. However, each blended learning scenario is different: Sometimes the focus is on face-to-face sessions, sometimes on eLearning. How these are ultimately interlinked depends on the subject matter and the approach to teaching, and can be decided anew for each course. There is no fixed recipe. Three models have proven effective in practice. But be courageous and feel free to adapt them to your own course:

Microlearning is a form of eLearning. It breaks down the total knowledge to be delivered into learning units that are as small as possible. We like to refer to this as “snackable content”, because content is delivered in small, easily digestible bites, for instance short videos, quizzes or traditional units taking no longer than 10 minutes. Training in this way avoids overwhelming learners, while at the same time supports the long-term impact of the training and helps employees effectively integrate learning into their everyday lives. The method pairs very well with blended learning, as the inhibition threshold to start learning is lower—especially if independent learning has perhaps already been preceded by a complex face-to-face event.

The best way of organizing blended learning is to use a learning management system (LMS). This is a learning platform that brings all the key things together and centralizes training. It networks participants and teachers, allows you to design courses and roll them out in segments, and measures learning outcomes. In addition, it makes all learning material available, enables learners to exchange ideas and allows binding deadlines to be agreed.

If you want to create your own online courses, you’ll also need a learning content management system—authoring software. This allows you to create your own eTraining courses, which you can then roll out via your learning platform. In addition, it’s always possible to buy ready-made online courses or have an agency tailor them to your needs.

Careful planning and implementation of a blended learning program can have a transformative impact on learning and development opportunities within an organization. By following these steps, you can ensure that your blended learning approach effectively supports your training and business objectives.