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How can you use blended learning to train your managers?

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Blended learning is a combination of online and offline learning methods that can enhance the effectiveness and efficiency of your training programs. It can help you deliver engaging, personalized, and flexible learning experiences to your managers, who need to develop various skills and competencies to lead their teams and projects. In this article, you will learn how to use blended learning to train your managers in four steps: design, deliver, assess, and improve.

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1 Design your blended learning program

The first step is to design your blended learning program based on your learning objectives, your managers' needs and preferences, and your available resources. You need to decide what topics and skills you want to cover, how you will align them with your organizational goals and values, and how you will measure the learning outcomes. You also need to choose the most suitable online and offline learning methods, such as e-learning courses, webinars, podcasts, videos, workshops, coaching, mentoring, simulations, case studies, and so on. You should balance the synchronous and asynchronous elements, the individual and collaborative activities, and the formal and informal learning opportunities.

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Hubert Brunner
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Ausgehend von den gewünschten Learning Outcomes gibt es viele Wege, die ans Ziel führen. Hat man erst eine klare Vorstellung zu den Outcomes wird die Zielgruppe beleuchtet. Grade im beruflichen Umfeld gibt es hier einen gro?en Spannungsbogen. Lebenserfahrung, Ausbildungshintergrund und auch die Erwartung an ein Ausbildungsprogramm sind nur wenige Kriterien, die hier Einfluss auf die Darreichungsforum der Lerninhalte nehmen. Wie bei vielen (Lern)Produkten muss man sich bereits hier schon über die Erwartungshaltung und die Akzeptanz Gedanken machen. Die schl?gt sich u.a. darin nieder, wie man das Bildungsangebot bewirbt. Lernende fragen sich immer nach "What is in for me?"

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Markus Bernroitner

Global eLearning Manager @ MINDtastic? | Tranfer Designer | Blended Learning Consultant | eLearning Expert
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Eine klare Zielformulierung ist der Ausgangspunkt um sicher zu stellen eine Learning Journey aufzubauen die auch wirklich sinnvoll ist. Wenn man sich dann die negativen Gedanken und Emotionen der Personas zum Trainingsinhalt vermerkt und diese mit den passenden Methoden versucht zu l?schen, geht man einen sehr sehr guten Weg. Aber das allerwichtigste ist die Transfersicherung. Wer diese in sein Konzept nicht einplant verschwendet sehr viel Zeit für relativ wenig outcome. Hier sollte nicht nur das Trainingsdesign und der Teilnehmer durchleuchteten werden sondern auch die Rahmenbedingungen im Berufsalltag der Teilnehmer.

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Paul Kramer

CEO @ YIP | Venture Capital | Civic Design & Innovation | Vanderbilt DS, Policy, & Business
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Designing a blended learning program requires strategic management decisions. Start by aligning it with learning objectives and managers' needs, ensuring relevance to organizational goals. Utilize KPIs for outcome measurement, following performance management principles. Select appropriate online and offline methods, considering resource allocation. Balance synchronous/asynchronous, individual/collaborative, and formal/informal learning, addressing diverse learning styles and effective resource utilization.

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Michele Keller

Especialista em Treinamento e Desenvolvimento | Sales Enablement | Analista de Treinamento |
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For me, the main goal should be to understand what will be delivered online and what will be delivered in loco. This type of training requires a lot of hands on experience, feedbacks and learning cycle. It is now only one time training. It is a constant training.

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2 Deliver your blended learning program

The second step is to deliver your blended learning program using a variety of tools and platforms that can support your online and offline learning methods. You need to ensure that your managers have easy access to the learning materials, that they can communicate and interact with you and their peers, and that they can apply their learning to their work context. You should also provide them with clear instructions, expectations, and feedback throughout the program. You can use learning management systems, video conferencing software, chat applications, social media, blogs, wikis, and other digital tools to facilitate your blended learning program.

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Paul Kramer

CEO @ YIP | Venture Capital | Civic Design & Innovation | Vanderbilt DS, Policy, & Business
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The next phase involves delivering your blended learning program efficiently through strategic management practices. Provide seamless access to learning materials, fostering communication and interaction among managers and peers, which aligns with principles of accessibility and collaboration. Ensure practical application of learning in the workplace by offering clear instructions, expectations, and ongoing feedback, reflecting effective leadership and performance management principles. Leverage various digital tools, such as learning management systems, zoom, chat applications, social media, blogs, wikis, and other platforms to facilitate the program, in accordance with technology integration and communication strategies.

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3 Assess your blended learning program

The third step is to assess your blended learning program using both quantitative and qualitative methods that can capture the impact of your training on your managers' knowledge, skills, attitudes, and performance. You need to collect and analyze data from various sources, such as online quizzes, surveys, interviews, focus groups, observations, portfolios, self-assessments, peer reviews, and business metrics. You should also involve your managers in the evaluation process and encourage them to reflect on their learning journey, their achievements, their challenges, and their feedback.

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Joanna Pilch Assoc CIPD MCMI GCF
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Blended learning can be effectively employed to train managers by blending face-to-face interactions with online learning activities. This blended approach combines the advantages of both traditional instructor-led training and self-paced online courses. By assessing our blended learning program, we can measure its impact on managers' knowledge, skills, attitudes, and performance. Use both quantitative and qualitative methods to gather data, including online quizzes, surveys, interviews, observations, business metrics, and self-assessments. Be sure to involve managers in the evaluation process and encourage them to provide feedback. This comprehensive approach will help us evaluate the effectiveness and impact of our training program.

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4 Improve your blended learning program

The fourth step is to improve your blended learning program based on the data and feedback you gathered from the previous step. You need to identify the strengths and weaknesses of your program, the gaps and opportunities for improvement, and the best practices and lessons learned. You should also solicit suggestions and recommendations from your managers, your stakeholders, and your peers on how to enhance your program. You can then revise your learning objectives, your content, your methods, your tools, and your strategies to make your program more effective and relevant for your managers.

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you use blended learning to train your managers?

1

2

3

4

5

1 Design your blended learning program

2 Deliver your blended learning program

3 Assess your blended learning program

4 Improve your blended learning program

5 Here’s what else to consider

Management

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How can you use blended learning to train your managers?

1

2

3

4

5

1 Design your blended learning program

2 Deliver your blended learning program

3 Assess your blended learning program

4 Improve your blended learning program

5 Here’s what else to consider

Management

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