How To Develop Blended Learning Strategies For In-House Knowledge Sharing
Blended training is considered a corporate lifesaver. It costs a lot less than traditional instructor-led training because you don’t have to foot the bill for on-site instructors or travel expenses. But it helps you incorporate some of the face-to-face interaction you lose in online training. Still, in this particular scenario, the emphasis isn’t on conventional workshops and seminars. It’s about finding ways to share knowledge that already exists with your in-house staff. Let’s look at some techniques you can use to achieve this and develop successful blended learning strategies for your organization.
7 Secrets To Using Blended Learning Strategies For In-House Knowledge Sharing
1. Effective Framing
Sometimes, the way you present and structure an idea can make all the difference. For example, you like chocolate ice cream. If you’re given a choice between vanilla and chocolate, you’re happy. But if you’re told you can only have chocolate forever, it won’t be long before you start to detest it. In the same way, blended learning is all about options. Your introverted trainees, for example, may become reticent if you force them to swap their privacy for ILT. Plus, it allows you to cater to different learning preferences and styles. This means that your team can pick and choose the modalities and delivery methods that work best for them.
2. Cooperative Emphasis
Instead, offer it as a form of learning support. Craft your blended sessions in a collaborative style. Avoid hall-based lectures and go for pairs or small groups. These can be facilitated via webcam, ensuring students don’t feel crowded or overwhelmed. Also, activities in pairs or trios offer more incentive for every group member to do their part. When the group exceeds six, it’s more likely one person will be stuck with all the heavy lifting. Smaller groups demand active involvement. Another blended learning tool at your disposal is social media groups.
3. Peer-Based Coaching
It helps to be aware that training isn’t just the activity. It’s the culture. As an example, you can buy all the books in the world and build the best-equipped library. But without a reading culture, none of that really matters. So, as you step into the blended learning space, incorporate supportive, collaborative peer training. Foster an environment of cooperation, not toxic competition. Invite peers to identify and share their strengths while shoring up weaknesses using the blended learning LMS. The key to successful peer-based coaching programs is paving the way. Sure, they can be left to their own devices when it comes to arranging meetings or setting goals. But ground rules help them stay on track and reduce the risk of peer conflict.
4. Individual Evaluation
A good option is online self-assessment. These will help trainees spot their areas of dearth. Trainees may be more open to assessment if surveys are anonymous. After all, the idea is to spot skill gaps. Staff members who are especially talented in those areas can be paired with weaker trainees and help them along. Being strong in one task doesn’t prevent you from struggling elsewhere. You can, in turn, be paired with someone to help with your weak spot. And because this training is blended, apply learning techniques both offline and on.
5. Self-Paced Systems
Just because you’re working in pairs or small groups doesn’t mean you lose autonomy. For example, if you create a buddy-training program, you can have check-ins. The two individuals can still work at their own pace. They’re able to send reminders and check-ins throughout the day or week, keeping each other accountable. But once a week or whenever is suitable for both, they should have a sit-down recap. It doesn’t have to be tied to their training pace.
6. Parallel Programs
That caveat is important, because it may push trainees into last-minute training on the night before their recap session. And this will affect the quality of learning and knowledge retention. So instead, make the recap sessions independent of self-study. They can have a joint assignment unrelated to their individual study. If they like, they can ask questions based on the covered material. Or they can ask for help in areas where they’re stuck. But generally speaking, their joint in-person project calendar stays separate from the rest of their training curriculum.
7. Host Learner-Led Live Events
One of the notable perks of investing in blended learning software is being able to host live events. Namely, live events that are hosted by your top talent to facilitate knowledge sharing. For example, a standout sales employee shares tips on how to negotiate a deal or offer customers tie-in products. The event fulfills the face-to-face component of your blended learning strategy. But you can also pair it with follow-up social media chats or group collab projects. Encourage employees to discuss the topic and how it relates to their job duties or challenges they’ve overcome.
Conclusion
Blended training doesn’t have to take place outside the office. This refers both to venue and context. The skillset you have in-house can be leveraged into effective training. The trick is to implement it the right way and emphasize knowledge sharing. Frame your blended learning strategies in a supportive manner, promoting cooperation and collaboration. Get peers to coach one another, but keep their joint projects separate from their individual ones. Neither one should impinge on the other; they should run in a parallel system with complementary training goals. Trainees should select their own pace and preference for solo training while still working together on shared projects.
Get our guide to learn how a blended learning LMS can benefit your bottom line and foster in-house knowledge sharing. It even features tips to find the ideal blended learning approach for your SMB and functions to look for in your new software. You can also search our online directory to create a shortlist of LMS options based on reviews, ratings, and pricing packages.
