Organisations are increasingly recognising the business benefits of combining bite-sized chunks of personalised content that can be delivered to the desktop in real-time with learning techniques such as shorter classroom-based training sessions and on-the-job line manager training. Tighter budgets, the need to drive down the cost of training while making it more accessible to a wider audience and the impact of geographically dispersed teams are all continuing to drive the rise in blended learning. Today’s fast paced business environment where the value of training is under greater scrutiny highlights the importance of embracing more flexible blended learning programmes. This checklist provides 10 top-tips for developing a successful blending learning programme.

1. Checklist for
creating the perfect
blended learning
experience

2. Align the
learning goals
Create a strong project team with senior
management buy-in from the outset to ensure
the organisational, functional and individual’s
learning goals are all aligned.
Involve representatives from the target group
being trained as well as line managers.

3. Measure
success
Agree return on investment (ROI)
measures at the outset to ensure that
the impact of learning on the growth of
the individual and the organisation can
be tracked and evaluated successfully.
Such measures will help demonstrate
that training is a competitive business
tool.

4. Make it
learner-driven The learner should be at the heart of all
activities. Every individual should know
what path their training is taking, where
they are now and where they need to be
to achieve their personal and corporate
goals.
Tailor the blend accordingly and let
learners take personal ownership over
the pace they learn, allowing the
process to be accelerated where
necessary.

5. Engage the learner
Remember the focus should be about engaging the
individual learner as much as fulfilling the organisational
brief.
Choose a learning environment that is appropriate for
the audience.
The environment must be stimulating, with e-learning
modules, for example, actively engaging the senses.
Make sure content is relevant and customised to the
learner’s own work realities and challenges.

6. Use a range of training
interventions
Combine ‘bite-sized’ learning events with coaching by line
managers, in-house development programmes, on-the-job
training and consider using social networking tools to meet
clearly specified development needs.
Remember, ‘blended learning’ does not mean combining e-
learning and face to face training. It means using a whole
plethora of learning tools appropriate to the learner and the
organisational goals that the training is aiming to achieve.

7. Integrate
every element
Make sure each component part of the
programme – the pre-course assessment, e-
learning and other blended activities, live
training event and post-course activity – relate
to each other with key content and themes
reinforced and enhanced throughout the
learning event.
Every element should stand up in its own right
but be part of a wider learning context.

8. Focus on skills
development
Blended learning is highly effective in taking a set of
abstract skills, embedding them in the individual, and
enabling these new skills to be applied at work.
Developing management skills, managing change
programmes, negotiating, selling, and enhancing
customer relationships are all disciplines ideal for
blended learning.

9. Adopt a flexible
approach
Regular feedback – both formal and informal –
and a willingness to refine programmes will
help ensure that learners are fully engaged
and the organisational goals are achieved.
There is no ‘one size fits all’ blend – it’s about
choosing the most effective channel for the
objective, audience and desired outcome.

10. Technology must
be the enabler,
not the driverDon’t forget, technology must be user friendly and
appropriate to the target audience in terms of its
functionality, interactivity and ease-of-use.
Technology can help in the delivery of personalised
content and it can create as close to a live interactive,
senses-focused environment as possible. Make sure that
the training is people rather than technology led, though.

11. Develop a three
way charter
Blended learning works best when there is a charter
between training suppliers, internal training personnel
and learners.
Working in true partnership – with ROI central to the
solution – is the most effective way to ensure learning
is personalised, relevant and delivers maximum value.

12. Blended learning checklist for creating the
perfect blend
1. Align the learning goals
2. Measure success
3. Make it learner-driven
4. Engage the learner
5. Use a range of training interventions
6. Integrate every element
7. Focus on skills development
8. Adopt a flexible approach
9. Technology must be the enabler, not the driver
10. Develop a three way charter