Updated: Oct 26
Every day, more and more L&D organizations are deciding to transition their instructor-led training (ILT) programs to more blended solutions. The transition is easier said than done. A key is to keep the learners' needs and desired learning results as the primary drivers of change, and use them as a guide to transforming the program.
Why? Here are just a few reasons:
The high costs involved with delivering traditional classroom training (travel, accommodations, etc.) have organizations rethinking their standard approach.
The needs of a rapidly changing workforce must be addressed with more on-demand solutions.
Employee productivity is essential, so training must be flexible enough to fit workloads and schedules.
Factors to Consider
The decision to move from ILT to blended solutions should be made carefully after considering many factors such as:
Learners' abilities and acceptance of new learning methods.
The organization's readiness for the transition.
The trainers' skills for implementing a blended solution.
The cost of implementing new solutions.
Change management and the most effective steps to implement the solution.
This article focuses on how to evolve training materials after all stakeholders buy in to the decision. And this transition is easier said than done. It involves much more than just loading PowerPoint slides into an eLearning authoring tool, adding some audio narration and calling it a day. If you're faced with this challenge, how can you ensure that the blended training is engaging, instructionally sound, effective and flexible enough to meet your organization's needs? A key is to keep the learners' needs and desired learning results as the primary drivers of change, and use them as a guide to transforming the program.
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