A learning professional, thought leader, progress oriented and curious. As a result, they can help people adapt to a changing environment and determine an appropriate response.
The COVID-19 crisis has transformed the world, requiring a different approach and stressing the importance of health, safety and resilience. After face-to-face contacts became potentially dangerous, finding a way to maintain a sense of normalcy in our daily lives was crucial.
Educational institutions and businesses needed to be more agile and create a safer environment for their students and staff. Second, in many cases, mixed workhopes to reduce the spread of infections and prepare workplaces for the post-pandemic space.
Employee development and student education had to continue uninterrupted. Hybrid learning was a natural byproduct. And while hybrid learning isn’t a novelty, many companies and organizations may still be reluctant to adopt it.
Some administrators have limited knowledge of hybrid learning, and others wonder how people can be taught face-to-face and remotely at the same time. There is also concern that distance learners may find it difficult to focus or follow lectures due to the voices that dominate conversation and interaction in the room.
Because of these concerns, it is necessary to explain the benefits of hybrid learning and ensure fair access to the learning experience. Here’s how you can help potential partners better understand this learning approach.
Clarify the benefits of hybrid learning
The pandemic has accelerated the transition to hybrid learning, forcing educational institutions, businesses, and L&D professionals to provide a safe environment for participants. If this crisis had hit the world 20 years ago, students around the world would likely need to use the hundreds of lessons and learning opportunities, and employees would find it impossible to advance their careers without professional development programs.
Thanks to the hybrid learning model, some students can now participate face-to-face and others online. Facilitators and teachers run classes for participants who are present both virtually and physically at the same time. People can attend classes from home even if they are sick or live in a different city.
Hybrid learning has made quarantines more bearable by helping people embrace knowledge and continuously develop new skills. And at some point, it won’t be optional for organizations to provide this type of learning programming. Every business, company and educational institution that strives for excellence and a flexible environment for its students will choose the hybrid learning path. Therefore, learning professionals will grow the list of business partners and it is essential to list the benefits of this learning for them.
Here’s why your hybrid model the future of learning.
Top 6 hybrid learning benefits
This model has numerous advantages for learning professionals, partners and students. The main benefits of hybrid learning are:
- It allows learning professionals to develop a well-rounded program suitable for businesses and individuals regardless of location. The hybrid model is accessible and provides the same or better efficiency than conventional methods. It does not prevent anyone who does not physically participate from participating. Everyone can use the option that works best for them and join from home or in person.
- It supports different learning styles. Hybrid learning offers greater flexibility, enabling learning developers and educators to adapt coursework to different learning styles. For example, kinesthetic learners prefer physical experiences and enjoy trying things first hand. On the other hand, visual learners learn by observing and seeing things. This creates a range of possibilities for hybrid learning as it supports a variety of methods including hands-on experiences, flowcharts and notes.
- It is more effective than having students attend a single group webinar and then log off immediately. Students can unlock deeper learning with the hybrid model as it does not rely on a single webinar or physical presence. As a result, they can revisit old lessons, access material they may have missed, and learn at their own pace.
- It offers increased interaction. Students achieve better results and improve their performance. lectures are interesting. Blended learning enables multiple teaching techniques such as interactive virtual games, quizzes, live videos and practical lessons.
- Increases security. The hybrid model creates a safer environment for students and learning developers. With this approach, educators and students who are sick can stay at home and still be there or access learning material when they feel better.
- It offers a variety of resources with greater accessibility. Many companies trying to provide online and face-to-face training should organize two different classes. However, hybrid learning bridges the gap between the two learning styles, allowing a course to accommodate both approaches. It also simplifies the learning material creation process and offers more resources.
Difference between hybrid learning and blended learning
When presenting the hybrid learning model to partners and students, it is also important to explain how it differs from blended learning.
The main difference between hybrid learning and blended learning is that in the latter, teachers and facilitators use a combination of virtual learning activities and face-to-face classes. Therefore, all participants complete some assignments online and some face-to-face. They all participate in the learning experience in the same way, making it easier to roll out than hybrid learning.
However, facilitators and teachers may find it difficult to encourage students to complete the work before the next component begins. Also, they often need to repeat lessons to speed up the process and ensure that no one is left behind.
Hybrid learning, on the other hand, is more heterogeneous, with one group of students attending classes online and the other face-to-face. Therefore, it can be difficult to reconcile their different needs and prioritize both groups equally.
If teachers cannot find a way to give the same attention to in-person and virtual participants, one party may feel neglected or have a less engaging experience. Therefore, the priority in a hybrid environment is to teach both parties efficiently and encourage their focus and active participation.
5 tips to help customers embrace hybrid learning
Here are the top five suggestions to get potential partners to consider using hybrid learning in their companies and organizations.
1. Check their needs.
The first step in helping clients adapt to the bold new world of hybrid learning is to discuss what the best options are for them. Make sure business leaders and HR professionals understand what programs you offer and how they operate.
Your customers should know what to expect and how they can benefit from your offer. Therefore, before arranging a meeting, you should prepare your speech and program structure.
Research your partner if they have any experience with their business and L&D programmes. This allows you to understand what elements to highlight and how to deliver your services.
Target their needs and identify how you can help them solve and improve their problems. Present your program as simply as possible and explain how hybrid learning has helped their companies and students.
2. Provide customization.
It’s a good idea to offer customization and let partners determine how to bridge the gap between online and in-person students. Advise on methods and tools that provide an efficient and engaging learning experience for both parties.
Guide partners through the process and listen to their needs to create the best training. Provide clear examples and help them find relevant resources tailored to their industry.
In this way, you also allow your partners to participate in program development and enjoy its benefits. If they can contribute to how employees or students will use hybrid learning, they will have more control over the process and will feel more comfortable using this model.
3. Consider job-related skill gaps.
Before presenting your proposal, sit down with your partners and analyze the skills gaps in their companies to understand how they can use the benefits of hybrid learning to assist their employees. They should also consider the preferred learning style of their employees, who learn better independently.
Ensure that HR departments and talent developers can use the program and help employees adopt new skills, whatever the environment. Together you can oversee their team, identify missing skills and understand how the program can target industry-relevant talent and Future of Work.
4. Offer training to maximize the efficiency of a program.
Prepare your partners for hybrid learning integration by providing a comprehensive simulation of the program. Leverage technology to show them how it works and tailor it to their business needs.
You can also teach L&D developers and talent managers how to use the program and help employees adopt new skills and knowledge.
The best way to achieve this is to give a short tutorial and show them how to transfer knowledge using hybrid learning.
5. Help partners measure the effectiveness of blended learning.
Finally, help your partners monitor and measure the effectiveness of the program. For example, you can jointly identify relevant KPIs and create employee and student surveys to measure their satisfaction and engagement.
Have a follow-up meeting a few weeks later. The information you will receive from your partners will help you improve the materials and classes and offer the best solution to your future buyers.
Discover the effectiveness of learning and engagement techniques for distance participants and use their feedback to improve face-to-face and virtual student engagement in the experience.
Although hybrid learning inherently follows hybrid workplaces, many companies and organizations still choose to take the seemingly safer path of traditional methods. They need encouragement and explanations to take the final step towards adopting this flexible model.
Make this transition seamless by involving your partners in hybrid learning program development and helping them adapt. Stand by them and help them monitor and measure activity, as this also allows you to develop and deliver a more personalized offer.