“Blended learning”, an oft-repeated term amongst learning and development professionals across the globe, represents the perfect harmony of incorporating various training mediums. From instructor-led classes and virtual training (like eLearning) to interactive learning, rich with gamification, and social learning, the quest for blended learning endeavors to create one truly beautiful, utopian learning environment.

However, this type of solution proves elusive to capture and properly implement. Thanks to ever-expanding technological advancements, more and more options are available to transform the offerings made available to learners of all kinds along a blended platform. Implementing new technology is not always simple, though. At the same time, an organization that does not move forward with the changing landscape of learning will face an uphill battle when competing for talent, maximizing its operations, and achieving success.

In light of this training evolution, we welcome you to join us on the quest for a true blended learning experience and the impact this type of environment can have on organizational goals and successes. In this first installment, we explore the reasons why learning is changing and how it is changing. We also offer some possible steps to keep up. In future installments, we will cover the potential with each different type of learning and how these choices can impact your strategy.

Why is learning changing?

Many of us know that learning and development is changing, but pinning down the actual reasons for change will effectively isolate new trends to consider. Without identifying why the change is occurring, an organization puts itself at risk for not responding appropriately or not responding at all!

One reason for the shift in learning delivery comes directly from technological advancements that have completely transformed everyday life across the world. Cloud computing allows people to store and access information at any time, free of physical constraints. Mobile technology takes that idea even further, and people expect to access information anywhere they get cell service!

These trends in technology also give rise to changing cultural and business norms. Due to new widely available technology, people also expect high speed, responsive access to information at all times. People are accustomed to being able to instantly answer most of their questions through a quick google search or YouTube video. Frustration builds when websites load slowly on your phone or when computers labor to open new applications. Cultural trends seem to happen quickly in a constantly connected society as well. As a result, businesses need to adapt to the quicker pace of change within their industry or economy.

How is it changing?

Now, these evolutions in technology, culture, and business may seem evident and straightforward, but how do they impact learning?

This impact really centers on the responsiveness of learning. For instance, the use of cloud computing, such as cloud-based LMS solutions, allows access to learning materials in one place at any time and from any device, rather than spread out between different physical locations. Since people expect this type of service, mobile technology also takes the stage, applying the idea of “any time” access to “anywhere” access. Learners expect high speed, streamlined access to learning opportunities. And, they expect it any time they want. Basically, learners want the flexibility to learn from any place on the planet when they need it, and in most instances, they can!

Businesses also need to adjust to the quicker pace of industry or economic changes. To accomplish this adaptation, it makes sense to speed up the development and delivery of new training to the workforce in response to these shifting conditions. Organizations are looking for ways to deliver high quality, timely learning at any time to any place when it is most relevant to the learner. This search has led organizations away from “pushing” training on their employees via required courses and required times and has instead lead to organizations making content available to learners to access when they need it most. It also means new learning management systems that streamline the entire delivery process and add ways to seamlessly track, monitor, and enhance the virtual learning experience.

Essentially, access, flexibility, and relevancy determine much of the success of an effective learning environment today. If these characteristics do not exist, it will only get harder to effectively engage learners and enhance the efficacy of learning and development programs.

What can you do to keep up?

So, what’s the next step to adapt to the changes outlined above? The time has come to craft a comprehensive, measured response to these trends! But before you start, take a step back to figure out where you want to go.

The first step involves an honest assessment of your current learning environment. Why do you train your workforce? How do you develop and deliver this training? How do learners request professional development? Come up with a realistic idea of how healthy your learning environment is.

Next, set goals for what you want the learning and development aspect of your organization to look like. Link these goals to the mission and values of your organization. Lay out exactly what you want to accomplish, and connect the dots from where you currently stand. Make a roadmap to determine how you will get from where you are to where you want to be!

After that, determine what else you need to reach these goals. Do you need more resources, more budget, more time? It’s important to set realistic deadlines and expectations for your organization. Know when to get help or guidance from people you trust inside and outside of your organization to make the changes you want.

We hope this introduction has piqued your interest in the quest for blended learning. Stay tuned for more posts about blended learning, including the advantages and disadvantages of different training methods!