Is “blended learning” on the menu for your organization’s learning and development initiatives? It can certainly offer some powerful advantages, but only if it’s done right.
Blended learning has built up momentum in the last few years as many organizations are looking for ways to turn the challenges of a fast-changing work environment and continually evolving technological capabilities into an opportunity to think differently about how we develop and deliver training.
But if you get too caught up in the latest tools and trends, you’ll risk losing focus on what really matters: the learning. And watered-down learning can be pretty unsatisfying.
On the other hand, when it’s done right, blended learning offers a very brain-friendly way to reach diverse audiences and achieve desired learning and business objectives. It can also provide the impetus for more innovative thinking around approaching instructional design and delivery from the learner’s viewpoint.
In the white paper, The Best of Both Worlds: Making Blended Learning Really Work by Engaging the Whole Brain®, Herrmann International provides a recipe for applying the Whole Brain® model to develop an effective blend.
What are some of the things you’re doing to diversify your menu and get more innovative with training design and delivery?
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