Today we are faced with a complicated decision making process when determining the best learning strategy for our organizations given the increasing range of technology-enabled learning solutions, and the challenges of delivering learning in a cost-effective and timely way to large numbers of people spread across the globe. To help you with this challenge we have pulled together our top 7 tips for creating a blended learning strategy that really works for your organization.

1. Top tips for making blended learning
effective in your organization

2. Why use blended learning?
Today we are faced with a complicated decision making process
when determining the best learning strategy for our organizations
given the increasing range of technology-enabled learning
solutions, and the challenges of delivering learning in a cost-
effective and timely way to large numbers of people spread across
the globe.
While technology and e-learning aren’t the only options, given the
number of learning methods, how can you make learning effective
for the specific environment of your own organization?

3. Tip #1 – Know what is out there
Build – and keep building – your understanding of what learning
vehicles could be included in a blended programme.

4. Tip #1 – Know what is out there
• Basic? Yes, but the learning landscape is changing at an increasing
pace.
• For example: Three years ago, who would have thought that large
sections of our employee base would look first to social learning,
rather than rely on longer-established ways of training?
• The blended learning ‘mix’ is continually changing. What’s it going to
look like next week/next month/next year? And how will learners'
increasing access to mobile technologies change this blend?

5. Tip #2 – Develop a vision
Develop a vision of what
blended learning needs to
achieve for your organization
and/or for your specific
development programme.

6. Tip #2 – Develop a vision
What are your objectives in terms of business benefits and
learning outcomes?
• Each element in the blended mix has its own strengths and
weaknesses – and these may change in relation to specific
learning objectives.
• Acknowledge these and position each element so that it provides
your programme with its strengths; and develop a combination
of elements which complement each other.

7. Tip #3 – Acknowledge what you have
Acknowledge the learning
culture and technological
infrastructure within your
organization.

8. Tip #3 – Acknowledge what you have
• It may be that your aim is to change that culture; however you
need to approach this one step at a time.
• Start with a blended programme that learners will use given
their current attitudes to learning, workplace constraints and the
technology which is easily available to them.
• As the programme gains credibility and acceptance you can
gradually add to it/increase its sophistication.

9. Tip #4 – Accept different learning styles
Accept that individual
learners will engage with
some elements of the blend
better than others; this is
only natural given different
learning styles.

10. Tip #4 – Accept different learning styles
• The elements each need to reinforce the key learning messages
for your programme as a whole, so that if a learner finds it
difficult to engage with one element in the blend, they don’t miss
a major message for the programme.
• Ensure that your blend provides a variety of different types of
learning experiences such as storytelling, exposure to theories,
observation, practice, application and feedback so that learners
can engage with learning in ways that suit them.

11. Tip #5 – Invest in the right LMS
If you really want blended
learning to work for you,
invest in a good Learner
Management System (LMS)

12. Tip #5 – Invest in the right LMS
• Your LMS isn’t just an IT system which holds e-learning and
records usage – it’s a learning portal which provides learners
with an engaging way of accessing a wide range of types of
learning – both online and face-to-face.
• It should have the flexibility to be as simple or sophisticated a
portal as you need, so that it can accommodate new elements as
your programme develops… oh, and yes, it also records usage.

13. Tip #6 – Try, test, try again
Pilot – evaluate – adjust – implement – evaluate – adjust…
it’s a continuous cycle!
Pilot
Evaluate
Adjust
Implement
Evaluate
Adjust

14. Tip #6 – Try, test, try again
Remember the business benefits and learning outcomes you
identified at the start. Continue to evaluate your success against
these, and as your organisation’s needs (and technology) develop
over time, review how your approach to blended learning can best
support these.

15. Tip #7 – Think global
Think how any of these steps might change when you’re developing
programmes for a global audience.

16. Tip #7 – Think global
• Remember that learners may not have access to the same level
of technology in different regions of the world – your solution
needs to be useable by all.
• Different regions of the world may show preferences for
different elements of the blended programme – what works well
in one region may be less effective in another. So remember to
pilot – evaluate – adjust!
• Ensure that whatever technology you use, e.g. for e-learning and
your LMS, is able to accommodate different languages easily
and cost-effectively.

17. Want to take it further?
Read the full white-paper we have prepared with our partners,
City & Guilds Kineo:
Blended Learning Today: Designing
in the new learning architecture (PDF)

18. How we can help you
Together with our learning technology partner City & Guilds Kineo,
we offer a comprehensive package of services which support our
clients in creating and maintaining the most appropriate blend to
meet their learning objectives and fit with their business
environment.
To learn more about how we can help you meet your blended
learning challenges visit:
www.oxford-group.com/services/blended_learning

19. The Oxford Group
The Oxford Group is a global organization, providing management and leadership
training, executive coaching and consulting services to the world’s leading companies.
We offer a full curriculum of courses, workshops, masterclasses and one-to-one coaching
at all levels of the Leadership Pipeline, through both standard and bespoke solutions.
Phone (+44) 085 250 8448
Visit: www.oxford-group.com
Email: marketing@oxford-group.com
Follow us: The Oxford Group | @The_OxfordGroup
Blog: www.theoxfordgroup.wordpress.com