Ambient Connections via Ron Edwards

That others are doing it is interesting, but not conclusive. Far more compelling are experiences and studies that suggest that blended learning makes a difference. What might blended learning do for you?

* Capitalize on the resident smarts in your organization: Blended learning presses people and organizations to find, store, stir and share what they know. A database might help salespeople re-use parts of proposals. Far-flung hotel administrators can “ask the experts” through FAQs, e-mail, phone calls or live video streams. Employees may turn to their supervisors to practice a skill or explore an idea. Learning experiences are paired with knowledge available on demand.
* Converge learning and work: Instructors and managers have good reasons to worry about transfer when employees go to training and return to work. This is less worrying in a blended situation because blending insinuates learning, information and support into the workplace. Got a question? You can look it up online. Got a problem? Chat with your manager or share it with an online community. Eager to get better at personnel management? There is a course you can take and a pre-assessment that will make certain you are ready for that course.
* Promote connections and conversations: Blended learning encourages the organization to extend lessons and conversations beyond the classroom and into the workplace through coaching, e-coaching and online communities. A salesperson who has learned about a new product can chat with more experienced colleagues attempting to bring that product to Asia. An executive can reach out for expert views from a trusted e-coach. A researcher can reflect with others on the investment team about how a natural disaster should influence their purchases and sales.
* Provide consistent and updated messages: Instructors are a great resource during training, but their messages sometimes differ and their smarts and enthusiasm depart after class. Technology, on the other hand, can deliver standardized messages consistently, tirelessly, swiftly, repeatedly, patiently, around the globe. Online modules, knowledge bases and archived presentations do not get jet lag.
* Nurture independent habits: Employees in blended programs can participate in online communities, seek out lessons and answers as needed, and enjoy interaction, guidance and encouragement from peers, experts, supervisors and coaches. For those who are reluctant to turn exclusively to independent learning, blending anchored in the classroom can pave the way.
* Improve performance and control costs: Studies have reported increased cost-effectiveness and productivity for those using a blended approach as opposed to e-learning alone. Other studies have reported enhanced employee retention and reduced training time for blended approaches. In addition, online resources can be easier and cheaper to update and distribute.