Employee training has undergone a dramatic transformation over the years, and it is essential to keep adapting to new methods and technologies. Gone are the days of solely relying on in-person seminars and workshops for employee training. With the advent of technology and a growing recognition of the importance of continuous learning, the training landscape has undergone a significant change.
In the past, in-person training was the norm. However, these methods can be time-consuming, costly, and limiting in their reach. With the introduction of e-learning, training became more accessible, allowing employees to complete courses from the comfort of their own homes or workstations. But the limitations of e-learning quickly became apparent. E-learning can be monotonous and lacks the interaction and engagement of in-person training. It can also be challenging to measure its effectiveness, as there is often a lack of interaction between learners and instructors. Which leads to the advent of Blended learning.
But what is Blended Learning?
Blended learning is an innovative method that combines the best of traditional training methods, such as in-person seminars, with the personalized and interactive elements of eLearning, resulting in a training and coaching experience that is both effective and motivating. One of the key benefits of blended learning is increased engagement. Blended learning allows for a more personalized and interactive training experience. Learners are able to participate in virtual video sessions, reflections and journaling, interactive quizzes, and other activities that keep them engaged and focused on the material. Perhaps just as important, if done right, this modality can be seamlessly integrated into a learner’s workflow and occur with a lighter touch over a longer period of time, ensuring retention and stronger outcomes.
As noted above, another advantage of blended learning is improved retention. Research has shown that learners are more likely to retain information when they are actively engaged in the learning process. With blended learning, learners are able to interact with the material, ask questions, and receive instant feedback, all of which contribute to better retention and results. Combining the flexibility and convenience of technology, with the face-to-face interaction and hands-on learning opportunities of traditional training methods can lead to outsized results, but it must be done properly and with the right tools. All of this makes blended learning an ideal solution for organizations looking to provide their leaders with the skills and knowledge they need to succeed in today’s rapidly changing work environment.
“Unlocking Human Potential: The Power of Dream See Do’s Blended Approach”
The blended approach of Dream See Do, with its proprietary learning model, is a powerful tool for unlocking human potential. This innovative method seamlessly marries a human-centered approach to product design, with their modern learning model. It combines elements of traditional training and coaching with powerful and engaging online learning tools, creating a dynamic and engaging experience that supports personal and professional growth. At the heart of Dream See Do’s platform is their proprietary blended learning model: The CPR Learning Flywheel™ for Connection, Practice, and Reflection. These scientifically proven components work together to create a learning environment that is both challenging and supportive, helping learners to develop new mindsets, soft skills, knowledge, and perspectives.
The ‘C’ in the model, Connection, is all about fostering meaningful relationships between learners and instructors, as well as between learners themselves. By connecting with others, learners are able to share their experiences, ask questions, and receive feedback. This helps to build a sense of community and encourages learners to take an active role in their own development.
The ‘P’ for Practice, is an essential component of any successful learning experience, and Dream See Do creates new ways to practice critical leadership skills. By providing learners with opportunities to apply what they have learned in real-world scenarios, and easily share that practice with coaches and peers, they are able to build the skills and confidence they need in real-time.
Finally, ‘R’ is for Reflection which helps to cement any new concept, practice or approach. It is vital to take time to reflect on what has been learned and to consider how it can be applied in the future. By reflecting on their experiences (alone and with others), learners are able to gain new insights and perspectives, and to consider the impact that their learning has had on their personal and professional lives. This helps to deepen the learning experience and ensures that what has been learned is not lost over time.
Case Study: The Success of PowerSpeaking’s Partnership with Dream See Do
PowerSpeaking transforms people’s speaking skills. For 30+ years, leaders have used their techniques to engage audiences, connect with customers, and get buy-in for product ideas. However, they faced a challenge in finding the right technology tools to scale their work, while maintaining the quality of their in-person training. After years of struggling to find the right solution, they finally found a partner in Dream See Do, which offered a powerful platform and a learning design approach that matched their expertise and met the expectations of their audience.
DSD’s blended learning environment was the perfect solution for PowerSpeaking’s long term vision. Working closely with DSD, they outlined their needs and launched a pilot program to help leaders within their biggest fortune 100 client, become better storytellers. This successful pilot not only helped PowerSpeaking win a competitive bid over seven other companies, but also grew their work across their portfolio of other Fortune 500 clients. With DSD’s platform, learning design, and dedicated support, PowerSpeaking was able to scale their powerful work and achieve greater success in transforming people’s speaking skills.
As highlighted in this article, blended learning can definitely serve as a pathway forward to blaze new trails and better outcomes in leadership training and professional learning, but the right approach, technology, and patience to adapt to this new modality, are all key elements for strong adoption and results over time. The one spotlighted case study was the perfect example of how these key areas were balanced to achieve optimal results. To see a couple of additional video case studies that highlight how you can effectively incorporate blended learning into your L&D strategy, please check out our YouTube Page!
