Blog

     At the start of this year the Education Secretary said there should be no need for “snow days” now that children had been able to learn from home using on-line platforms and virtual classrooms.

    Blended learning is a phrase that has been around since 1998, when the first web-based instruction was launched.  Organisations could simply upload material, eLearning assessments, and assignments via the web, and learners could access them with a click of a mouse button.

    I’m not sure at the time or in the years that followed if blended learning was ever really used or adopted to it’s fullest potential.  The term has started to be spoken about more again in HR and Development circles.

    Technology is rapidly changing and an increasing number of organizations and private learning institutions are beginning to see the benefits of a blended learning approach. From interactive scenarios in the classroom to webinars and online tutorials, learners now have a wide range of tech tools and applications at their disposal. Companies have the opportunity to train their employees anywhere at any time, while online learners can participate in online communities and interactive eLearning courses from anywhere in the world. Gradually, the marrying of face-to-face facilitation and technology-based learning is producing new and creative ways to enrich development delivery and make learning fun, exciting, and even more beneficial.

    What will it mean going forward?  And what is happening in practice?

    Just talking to clients and with colleagues over the past few weeks it is interesting to get peoples’ views and there are a mix.

    When the Pandemic first hit, organisations were forced to very quickly adapt to new ways of working; interacting and communicating with each other. There may have been a temporary pause on development for some organisations where historically any training or development was delivered face to face.

    This was then adapted and delivered by a choice of platform. People were trained on how to use a particular platform and even if people were anxious, they adapted.

    Throughout my career I have always believed that development should be available to everyone.  It is not about someone’s position or perceived potential.  Not a view necessarily held by all or every organisation.

    At the start of the Pandemic broke there were certain views (the CIPD) being one that learning and development would be given an elevated position. Certainly one of my clients who did have a broad development offering, considered and made available other support and opportunities.

    It is interesting reflecting today and from my conversations to see whether a year down the line have things changed?

    My view is that sadly very little has changed significantly at the moment.  Those organisations that always viewed learning and development as a nice to have, still do, with additional organisations now thinking this, having struggled to make it through the past year and to ensure they still have an organisation and people to develop.

    Those organisations who have always valued learning and the richness and benefit it can bring to their employees and their bottom line, have continued to make it part of their offering now with a more blended approach.

    Size, industry sector and how an organisation is lead from the top continue to have a major impact.  How a Board personally views learning and likes to learn themselves can dictate what the mandate is.

    There are still very few organisations unfortunately that see learning and development as part of everyone’s role.
    Perhaps it is too early to determine if there will be a long lasting shift?

    Please let me know your personal thoughts and the approach your organisation is adopting.

    Realise the value learning and development brings to individuals and companies
    Aspire to create a culture for the long term
    Do adopt a true blended approach.