Blended Learning:Blended Learning:The Art of Balancing The Art of Balancing

Cost and QualityCost and Quality

Dr. Lynette GillisDr. Lynette Gillis

Learning Designs Online Inc.Learning Designs Online Inc.

Learning Summit 2003Learning Summit 2003

Know to Dare … Dare to Know

Definition of an ExpertDefinition of an Expert

… … someone who has made every someone who has made every made every mistake possible in a made every mistake possible in a very narrow areavery narrow area

Neils Bohr (1885-1962)Neils Bohr (1885-1962)

AgendaAgenda

What is blended learning?What is blended learning? What are the ingredients?What are the ingredients? What does it look like?What does it look like? What is the best blend?What is the best blend? Key Issues: Balancing quality & costs Key Issues: Balancing quality & costs Case study & lessons learnedCase study & lessons learned The challenge ahead …The challenge ahead …

Primary IngredientsPrimary Ingredients

Live Instructor-Led Courses Workshops Coaching/mentoring On-the-job training

Print Self-Study Textbooks, workbooks

Virtual Instructor-Led Real-time courses

(synchronous) Webinars e-Coaching, e-Mentoring

Virtual Self-Study Web learning modules Video, audio, CD/DVD

Secondary IngredientsSecondary Ingredients

Help systems Job-aids Knowledge databases Performance/decision support tools Online resources & links Simulations Assessments

Virtual Collaboration Email Bulletin boards Discussion groups Listserves Online communities Online expertsLive Collaboration Buddies & study groups Learning networks

Support to Formal Learning, Informal Learning, Performance Support

TheThe Evolution….Evolution….

Blended Learning Palette

Coaching

OnlineExpert Help Webinar

Workshop

Job-aid

Chat

Example: Amicus Bank

Three-Phase Blended Learning Program

6 Days Foundations (Online)

1 – 2 Weeks Apprenticeship (On-the-Job)

5 Days Sales Training (Classroom)

6 Days – 40 hours

Daily Scheduled Mentor Calls

Progressive Learning Game

Special Assignments

Online Learning

On-the-Job and Classroom

PAVILION (IN-STORE) APPRENTICESHIP 1-2 weeks Work with seasoned sales staff Model ‘best practice’ interactions with customers Learn banking technology – CD ROM simulation Apprenticeship checklist

SALES TRAINING 6 Day Classroom Training Role Play Hone sales & service skills

(1) Meets learning requirements

(2) Meets learning requirements at optimal cost

The Best Blend …The Best Blend …

(1) Meets Learning Requirements

Objectives (learning, application, business)

Content (subject matter and tasks)

Learners (learning skills, level of expertise)

Learning Context (where, how, and when)

Technology Infrastructure available

(2) Meets Learning Requirements at Optimal Cost

The Best Blend …The Best Blend …

Low Cost Solutions …

Design “Lite” less formal design, less programming, writing, and media; less content; greater reliance on collegial learning, or often “live” events

Best use: content is volatile, one-time event, audience is small, or topics are “nice to know”

Examples: webinars, online discussion, links to databases, coaching or mentoring, job-aids

Balancing Quality & Balancing Quality & CostsCosts

Higher Cost Solutions … Design “Intensive” - more formal design; more

programming, writing, and media; more content; more instructor interaction

Best use: content is stable, long-life, audience is large, training is strategic or topics are “need to know”

Examples: web modules, face-to-face classroom, print/workbook solutions, simulations, CD/DVD

Balancing Quality & CostsBalancing Quality & Costs

Key Decision: Human Key Decision: Human InteractionInteraction

Learning requires judgment & interpretation

Tasks focus on interpersonal skills, group or team dynamics

Essential learning skills are weak

Motivation is an issue; learners are isolated

Learners are novice & training critical

Need to build community

More interaction with instructor, mentor or peers is required when:

Learning as Process…Learning as Process…

Learning is a PROCESS, not an event. It’s a process that occurs over a period of time with qualitatively different stages:

Acquisition Phase – first learn new knowledge and skills.

Application Phase – apply our learning to real-world situations.

Refinement Phase – refine and advance our skills through continuous learning and development.

Hospital Case StudyHospital Case Study

Training challenge: Hospitals moving to paperless environment; need to skill ALL employees

Research goals: Assess and benchmark computer literacy skills; assess preferred training delivery options

Population: 10,000 employees, multicultural, multilingual, management & union, 3 shifts, 13 job categories, all levels of education

Sample: surveyed 2000 staff, 15 focus groups

Case Study: ResultsCase Study: Results

Instructor-led training was preferred method when first introduced to a new computer system

As skill level increases, the preferred method of training shifts to experts in the work area and then self-study and manuals.

20% preferred instructor-led instruction regardless of skill level.

Physicians preferred a coach/mentor throughout all phases of learning.

Case Study: Case Study: RecommendationsRecommendations

Reduce number of face-to-face courses overall

Offer shorter (1-2 hour) instructor-led courses to introduce systems

Establish a network of peer mentors to provide follow up training and support

Use self-study courses, simulations, and manuals for upgrading and advanced training

Lessons LearnedLessons Learned

A blended learning approach allows you to more accurately attune delivery options to where learners are in the learning process – and potentially, at less cost.

We can’t get there from the arm chair … the critical tool in helping us balance quality and costs is evaluation.

The Path Forward …The Path Forward …

“You can’t manage what you can’t measure.”

Peter Drucker

Another reason for evaluation….

More than 80 percent of knowledge and skills gained from training not fully applied back on the job. (Broad and Newstrom 1992)

Less than 30 percent of what people learn in training actually gets used on the job.(Robinson and Robinson 1996)

“American industries annually spend more $100 billion on training… not more than 10% of the expenditures actually result in transfer to the job.”

(Baldwin & Ford, 1988; Reconfirmed by Ford & Weinstein, 1997)

Summing up…Summing up…

• Blended Learning: enlightened and balanced perspective in technology-based learning.

• State of our Knowledge: Know a lot about

producing quality learning experiences. Know

much less about producing them at optimal costs.

• Path Forward: We need to evaluate and measure more—evaluation is the critical tool for helping us optimize our human capital investment.

lgillis@learning-designs.com

www.learning-designs.com

(905) 823-3367

lgillis@learning-designs.com

www.learning-designs.com

(905) 823-3367

For more Information…