Blended learning: combining diverse forms of learning

Blend your learning: individualized learning for knowledge success

Our (working) world is always on the move. The boundaries between digital and physical, online and offline have become increasingly blurred in recent years. The "9-to-5 world" we used to live in has been turned on its head and the word "hybrid" has taken on a new meaning. What do these changes entail? Organizations need to define what the future of work will look like - and what skills their Employees should bring to the table. Theircontinuous developmenttherefore plays a crucial role in the success of any company.

HR developers are faced with the challenge of designing training strategies that enable the acquisition of knowledge and skills in a flexible and needs-basedmanner. An extremely effective approach for this is so-called blended learning. Here we show what blended learning means, when it makes sense and how it can be successfully implemented.

Digital or traditional: what is blended learning?

Blended learning combines digital and traditional teaching methods to create a flexible learning scenario - whether as a mixture of digital self-study units and moderated face-to-face sessions or purely digital. The clever combination of learning formats creates a target group-specific learning experience that anchors knowledge sustainably and promotes the long-term development of skills and competencies.

The advantages: When does blended learning make sense?

Neither pure classroom training nor exclusively digital learning formats meet all the requirements of modern in-company training. Blended learning, on the other hand, enables particularly sustainable learning concepts. The synchronous elements of face-to-face training complement each other perfectly with the advantages of an asynchronous approach that enables self-directed and flexible learning in the digital space.

The advantages at a glance:

• Flexibility meets efficiency: blended learning cleverly combines different forms of learning, usually online and face-to-face. Employees can work on the basics digitally and at their own pace. On-site time is used optimally - for in-depth questions, practical exercises and discussions. Learning nuggets allow learning content to be flexibly adapted to new requirements, and ready-made modules enable the rapid creation of customized formats.

• Cost savings and efficient use of resources: fewer face-to-face events mean lower expenses for travel, accommodation and learning rooms. Digital blended learning formats integrate smoothly into everyday working life, minimize downtime and ensure optimal use of resources - cost-efficient training without compromising on quality.

• Modular individualization: Thanks to the modular structure, blended learning can be easily adapted. A digital module before classroom training can be replaced or expanded depending on the participants' previous experience. This saves time and budget - a clear advantage for learning designers and companies.

• Scalability within the company: Blended learning can be rolled out effortlessly throughout the company. This allows them to reach all employees and effectively support change. The combination of digital and face-to-face ensures a consistent learning experience - regardless of location or department.

• Improved learning outcomes and engagement: blended learning scores highly thanks to the mixture of different methods, which increases learning motivation and anchors knowledge in the long term. A major advantage: every can learn at their own pace, as content is flexibly available for retrieval and can be repeated - ideal for complex topics or individual learning needs. Studies such as the mmb trend monitor show: This method leads the way in terms of learning success.

• Promoting collaboration and social learning: blended learning creates space for collaboration and social exchange. During the face-to-face phases, participants have the opportunity to share experiences and work together on projects. Digital platforms ensure that the dialog continues between appointments. This not only strengthens the transfer of knowledge, but also the team spirit and corporate culture.

The right strategy: How do I implement blended learning?

Blended learning has a lasting effect and offers numerous added values. The combination of different learning formats enables learners to be addressed in a targeted manner at their individual knowledge level. They are actively supported in the learning process with the appropriate methods, tools and modules. It is important to note that there is no standardized pattern for blended learning according to which the learning content must be structured. Instead, blended learning units can look very different depending on the objectives, content, format preferences of the participants and time frame.

7 steps to a blended learning concept

1. Set goals: A clear definition of goals, both at company and course level, is the starting point for any blended learning strategy. This is because learning can only become a continuous process if corporate goals and individual learning goals are linked.
2. Create a concept: A clear concept defines the structure of the learning phases and ensures transparency in the learning objectives. The following questions will help: Which content is suitable for digital teaching and which should be taken over by trainer ? Which blended learning model suits the objectives? What is the optimum phase length?
3. Design a blended learning scenario: The selection and combination of different formats depend on the target group and the topic. It is important to consider the maturity level of the learners and to make abstract content varied. Traditional workshops and e-learning can be supplemented in a variety of exciting ways, for example with webinars, podcasts or knowledge tests.
4. Integrate groups and collaboration: Social learning in the form of group tasks and learning communities promotes exchange, collaboration and learning from one another. These interactions strengthen the learning process and the motivation of the participants.
5. Develop communication and feedback guidelines: Clear communication channels and feedback processes promote exchange and support the transfer of learning. The training of trainer and tutors is crucial to ensure the successful implementation of the blended learning strategy.
6. Provide digital learning modules: The provision of digital learning content enables flexible and needs-based learning. Targeted impulses and scenarios support the transfer into practice.
7. Check learning progress:Theintegration of skills and knowledge tests enables active repetition and promotes learning progress. The insights gained from the tests should flow directly into the blended learning strategy in order to support personalized learning.

How to get started: Create individual blended learning with learning nuggets

An effective approach for implementing blended learning is the use of learning nuggets. These small, diverse learning modules enable the flexible and efficient design of customized blended learning.

Whether you want to adapt and expand existing courses or create completely new concepts: TheContent Kit with over 2,000 different contents offers you a wide variety of formats and topics to create digital learning paths in record time - tailored to a wide range of job roles and experience levels. For example, the Leadership Kit offers the perfect set of learning nuggets for your leadership development.

Does blended learning require different skills from learners and teachers?

Blended learning works like a well-coordinated fruit mix: for the mixture to succeed, it is not just a question of the right ingredients, but also how they are processed - and this also applies to the participants. Learners and teachers bring their own skills to the mixer to make the learning process successful:

• Learners need to contribute the right amount of self-motivation and time management. They need digital skills in order to use the various formats effectively.

• Teachers take on the role of bartenders: they ensure that theory is put into practice, promote transfer through targeted exercises and support reflection - so that the mix has a lasting effect.

• Media competence is the common binder that connects all the ingredients, from virtual tools to interactive platforms.

Blended learning formats: Ingredients for the perfect learning mix

For the ideal learning cocktail, blended learning offers a wide selection of formats that can be flexibly combined:

• Online ingredients: E-learning, microlearning, live online training, live webinars, virtual classrooms, audio podcasts.

• Presence ingredients: Workshops, seminars, on-site training.

• Accompanying ingredients: Worksheets, mentoring, peer learning, individual coaching.

Blended learning models: How to mix learning formats optimally

The above-mentioned skills are the basis for combining the variety of formats into a coherent overall experience. The following three models show how this can be implemented in practice:

1. The learning cocktail: a coordinated mix of self-learning and presence. For example, two short learning nuggets from the Leadership Kit prepare participants for key leadership skills, e.g. how team building works remotely or how to build confidence and trust in a team. In a face-to-face workshop, the content is deepened in a practical way before moderated online discussions ensure a successful conclusion.

2. The rotation carousel: face-to-face and online learning alternate in a clear structure. Something like this: Managers start with an e-learning course on communication techniques. In the following week, what they have learned is put into practice in face-to-face training with role plays - a constant alternation between theory and practice.

3. The practice booster: theory comes first, practice follows. Example: Participants work through the basics of conflict management independently using online materials. The subsequent workshop focuses on practical exercises and case studies - this makes the learning process effective and ensures that what has been learned is put directly into practice.

Conclusion: Blended learning as a successful mix for employee development

Blended learning is not just an innovative learning strategy, but a colorful smoothie with numerous possibilities that focuses on the individual needs of Employees . Getting started doesn't have to be complicated - start small, initiate pilot projects and incorporate learner feedback into the process. Companies should see blended learning as a dynamic process: This is the only way they can continuously improve their concepts and optimally prepare their Employees for the challenges of the future. Start now - and mix your own recipe for success.