Hard boiled or soft centred?

A blended approach can be more effective: 41% of organisations use more than 5 components of learning (Balance Learning Training Survey 2006) 67% want to increase the blend, driven by desire to cut time away from the workplace by 50% (Balance Learning Training Survey 2004) Several studies have found that combining e- and f2f increases knowledge retention (e.g. CIPD L&D Survey 2006) One survey found little/no ROI from one component, with blended learning returning 10 times ROI (Marshall Goldsmith and Howard Morgan).

Learning – Past and Future Long learning units Sheep Dip Traditional delivery Lack of integration Business impact low Molecularisation Personalisation Collaboration Ease and just in time Fully integrated – business and components User Driven – web 2.0 Blended learning components

Learning Model

Blended Learning Solutions

Face to Face Learning Behavioural skills development Challenging attitudes Experiential stretch Flexibility of delivery

eLearning Consistency for large populations Knowledge & technical skills Integration with work Procedural

Facilitation Group-specific Issues-focused Attitudinal

Portals & Application Toolkits Large population access Sophisticated Knowledge Procedural Skills

Community & Collaboration Sharing best practice Project support Socialised learning Aspirational learning Attitudinal

Mobile Learning Geographic flexibility Just-in-time access Skills Procedural

Coaching Personal challenge Focused on performance improvement Personal modeling support Aspirational Attitudinal

Consultancy Introduce expertise Novel solutions Learning strategy Competence design Learning needs diagnosis

Communications & Design Improved engagement & buy-in Large population access Multimedia Learning materials

Assessment Understanding learning needs Personalised learning journey Evaluation opportunity

Criteria Learning outcomes Strategic importance Culture Scalability Cost of development / delivery Maintenance Infrastructure Sustainability Consistency of message

Extraordinary Leadership

Challenges Engagement Participation and contribution Collaboration incentive Junk fatigue Fear and risk avoidance Cultural Sensitivity DDA Standardisation Expectations vs. capability Purchasing barriers Learning knowledge

What works?

So, why has this learning solution been successful? Business focused Flexible Learning styles Budget Geographically dispersed Appropriate to the audience Challenged Learner driven – occasionally connected Alumni Integrated, Collaborative and Learner focused

“Their people have been fantastic and relevant to the tasks in hand. We all work together as a virtual team, we all trust each other and that means we get a great deal more achieved than you might imagine. The scale of this programme is massive and Academee’s contribution is clearly recognised.” Fujitsu Services

Extraordinary Leadership

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