For all the buzz about hybrid learning in the learning and development industry, it can still be a bit overwhelming for people who are coming to the concept for the first time. In this article, we thought we’d answer some of the most common questions from people who are interested in the concept but aren’t quite sure whether it delivers the results it claims to deliver, or even how to implement it in their organization.
Let’s dive in.
Is Hybrid Learning For Me?
If you care about the growth and development of your employees and you recognize that the flexibility of hybrid learning can unlock tremendous results there, then yes – hybrid learning is for you. It doesn’t matter what industry you’re in, or how big your organization is. The principles remain the same. And as long as you prioritize the development of your staff, then this is something you should be implementing.
Hybrid learning has been around for a little while now, so the question remains – why should your organization be shifting to hybrid learning now? What’s so special about this moment? Where we find ourselves in 2021 is at a moment of leverage – one where the technological capabilities to deliver hybrid learning at scale match up to the theoretical strength of the model itself. For all the positive discussion around these topics, we really are just at the beginning of this revolution, and by getting involved now – you will enjoy the benefits of riding that wave as it continues to take over learning and development more generally. You’ll be ahead of the curve.
How Will it Change Learning?
Hybrid learning is set to change learning in the way that it can combine the very best of synchronous, person-to-person learning with the scalability and flexibility of digital learning. It will enable every staff member to go on their own personalized learning journey that focuses on exploration and practical application – in a way that is still efficient for the employer from a time and resources perspective. It’s going to revolutionize how we think about development and finally push away from the one-size-fits-all model that we’ve been stuck with for so long.
What About Relationships?
It’s a common misnomer that hybrid learning ignores the value of human connection in the learning process. This couldn’t be further from the truth. What hybrid learning does is maximize the value of these in-person sessions by removing a lot of the fluff and wasted efforts that could be delivered more efficiently in a digital format, and leaving the key in-person connections to be used as effectively as possible. It’s a better way to spend our time and it makes for much richer and deeper in-person experiences.
Where to Start?
The best place to start is by talking to an organization that specializes in hybrid learning who can share some of their experiences and expertise with you. Once you’ve walked them through your organization and the challenges you face, they’ll be able to set you on a path towards making hybrid learning a part of your journey. By leveraging this knowledge you can get started very quickly and not get stuck in the sort of analysis paralysis that can happen when you try to do it on your own.