Designing a Blended Learning Program … and Other Great Mysteries of Life

1. Designing a Blended Learning Program…and Other Great Mysteries of Life Gus Prestera, PhDPresident, effectPerformance, Inc.Partner, Bevenour Prestera and Associates, LLPAdjunct Professor, Penn State UniversityCertified Performance Technologist February 17, 2009Berkeley College www.personal.psu.edu/gep111 www.bevenourprestera.com www.effectperformance.com

2. Why Am I Such a Blending Fool? Why Am I Such a Blending Fool?

6. Curriculum Design Consulting Custom Course Development: Classroom Materials (guides, slides, T3) E-Learning (courseware, tests, games, simulations, webinars, m-learning) Blended Learning Classroom and blended programs in the areas of: Leadership Development Management Sales Service Communication Trainer Certification Hosting and facilitation

7. What is Blended Learning to You? What is Blended Learning to You?

8. Using MULTIPLE Delivery Technologies With MULTIPLE Approaches For the SAME Target Audience To accomplish MULTIPLE Instructional Objectives Within a SINGLE Integrated Strategy To achieve DESIRED Organizational Results What is blended learning to me? …By efficiently supporting learning and performance over time.

9. Asynchronous e-Learning Courseware Discussion Forums RSS Feeds Wikis e-Mail Listserv Blogs Communities of Practice

10. Synchronous e-Learning Polling Monitor participation Whiteboard Desktop Sharing Chat

11. Virtual Worlds Virtual Meetings Social Networking Massive Multi-User Games We are…Penn State! (kind-a) www.secondlife.com

12. Mobile Learning M-Learning Podcasts Mobile Games Vodcasts

13. Synchronous Self-Paced Facilitated Asynchronous Some Technologies… • Chat • Whiteboards • Multi-User Games • Virtual Worlds • Collaboration Tools • Classroom Instruction • Audio Conference • Video Conference (Tele-Presence) • Web Conference • Virtual Worlds • Courseware Tutorials • Simulations & Gaming • Tests and Assignments • Podcasts & Vodcasts • Books & Workbooks • Mobile Learning & Wikis • Course Management System (e.g., Angel, Blackboard) • E-Mail • Blog • Threaded Discussion (Bulletin Board)

14. Some Approaches… Ask the Expert Edutainment Group Discussion Drill & Practice Role Play Q&A Problem-Based Learning Storytelling Demonstration Debate Discovery Simulation Lecture Case Study Brainstorming

15. Performance Engineering Model Organizational Factors • Information • Clear expectations • Relevant feedback • Clear instructions • Incentives • Financial rewards • Recognition, praise • Positive work environment • Resources • Materials, tools • Time • Working conditions Individual Factors • Capacity • …to learn • …to perform • …to improve • Motivation • …to learn • …to perform • …to improve • Knowledge • Know-how • Skills • Fluency Gilbert, 1970Human Competence

16. Performance Solutions • Information • Clear expectations • Relevant feedback • Clear instructions • Incentives • Financial rewards • Recognition, praise • Positive work • Resources • Materials, tools • Time • Working conditions • Clarify expectations • Provide feedback • Provide instructions • Provide resources • Improve tools • Ergonomics • Incentivize performance • Recognize performance • Cultural change • Capacity • …to learn • …to perform • …to improve • Motivation • …to learn • …to perform • …to improve • Knowledge • Know-how • Skills • Fluency • Formal learning • Informal learning • Simplify work • Development • Hire/Replace • Coach • Hold accountable • Hire/Replace

17. Blended Learning Models Marker & Prestera, 2006

18. Using MULTIPLE Delivery Technologies With MULTIPLE Approaches For the SAME Target Audience To accomplish MULTIPLE Instructional Objectives Within a SINGLE Integrated Strategy To achieve DESIRED Organizational Results What is blended learning to me? …By efficiently supporting learning and performance over time.

19. What process can we use to design it? What process can we use to design it?

20. The Learning ProcessHow do we support learning over time? SkillFluency KnowledgeBuilding SkillMastery SkillTransfer AwarenessBuilding SkillRefresh SkillBuilding Barriers to Transfer Prestera & Marker, 2006 20

21. Match technologies with needs What can be self-paced vs facilitated? What can be online vs F2F? Optimize support for key points in the learning process How do we get commitment to move beyond awareness? What can we do to support transfer? “Give it legs!” What can we do to promote fluency? What can we do to prevent fading? Match approaches with needs What can we do to optimize the classroom training? What can we do to optimize virtual classroom? Keep it cohesive How do we guide learner through the blend? Where do we have overlap? (yet avoid redundancy) Design Considerations

22. Course Map: A Coaching Course Half-Day: Overview for supervisors…get their commitment to support transfer Executive Briefing 1-hour webinar to set context, provide overview, and set expectations – build awareness Introductory Webinar Laying the Groundwork for CoachingBuild knowledge WBT tutorial The Coaching ProcessBuild knowledge WBT tutorial Playbook Covering the 2 modules aboveMastery of knowledge Online Test Focus on practice, practice, practiceMastery of skills Classroom Event OTJ Assignments Discuss what worked, what didn’t, and how to overcome obstacles - Skill transfer Follow-up Conference call 12 scenario-based podcasts to help maintain skillReduce fading Podcast Series Web site containing links to tools, resourcesEventually, move towards social networking format Resource Site 22

23. Supporting the Learning Process • Feedback SystemsAdditional possibilities: • Coaching the Coach • Coaching Certification • Coaching “Black Belt” • Online Test • Role Play in the classroom • WBT Tutorials • Case-based activities and discussion in the classroom • Executive Briefing • OTJ Assignments • Follow-up Discussion • Playbook Introductory Webinar SkillFluency KnowledgeBuilding SkillMastery SkillTransfer AwarenessBuilding SkillRefresh SkillBuilding • Podcasts • Resource Site Prestera & Marker, 2006 23

24. IntroductoryWebinar How might your blend look different? Laying the Foundation The CoachingProcess Online Knowledge Exam Pre-work Assignment Pre-work Assignment 1½ -Day Classroom, e-Learning, & OTJ Blend Classroom Event 3-Day Classroom & OTJ Blend Classroom Event Post-work Assignment Post-work Assignment Follow-UpWebinar Resource Site Resource Site 12 MonthlyPodcasts

25. Another Example? Another Example?

26. Orientation Guide • Curriculum Guide • Compensation Guide • Expectation Setting with Branch Managers • Checkpoint Call (with Training Manager) • Week-by-week Roadmap Communication Strategies: Educational Strategies: Application Strategies: Simulation Strategies: Feedback Strategies: KnowledgeBuilding SkillMastery SkillTransfer SkillFluency AwarenessBuilding SkillBuilding

27. Workbooks • Web-based Training • Live Meetings (with Training Manager) • Online Exams • Books • Webcasts Communication Strategies: Educational Strategies: Application Strategies: Simulation Strategies: Feedback Strategies: KnowledgeBuilding SkillMastery SkillTransfer SkillFluency AwarenessBuilding SkillBuilding

28. Scenario-based Exercises • Case Studies • Situational Videos Communication Strategies: Educational Strategies: Application Strategies: Simulation Strategies: Feedback Strategies: KnowledgeBuilding SkillMastery SkillTransfer SkillFluency AwarenessBuilding SkillBuilding

29. Weekly Coaching Sessions (Role Plays) • Action Learning Assignments • Branch Manager Meetings Communication Strategies: Educational Strategies: Application Strategies: Simulation Strategies: Feedback Strategies: KnowledgeBuilding SkillMastery SkillTransfer SkillFluency AwarenessBuilding SkillBuilding

30. Performance Tracking • Branch Manager Meetings • More Coaching Sessions • Instructor-led Workshops • Continuing Education & Certifications Communication Strategies: Educational Strategies: Application Strategies: Simulation Strategies: Feedback Strategies: KnowledgeBuilding SkillMastery SkillTransfer SkillFluency AwarenessBuilding SkillBuilding

31. What are some pitfalls and lessons learned? What are some pitfalls and lessons learned?

32. Lessons Learned 5. Blended learning can represent a fundamental change… …it may require change management 4. Don’t be a tech snob or ideologue… ….be pragmatic in selecting technologies and approaches 1. Blending is not an excuse to add more fat… …keep it lean 3. Blended learning is a process… …so guide them through it 6. It doesn’t all need to roll out together… …Consider a phased rollout 2. E-Learning is not a ‘trash dump’ for bad content… …learning needs to happen online too

33. When does blended learning make sense? When does blended learning make sense?

34. Skill Complexity When Integrated Blends Make Sense low high 4 3 Skill Importance low 2 high 1

35. Examples • Mission-critical competencies for most organizations • Leadership • Management • Service • Communications • Organization-specific competencies • Selling skills for a sales organization • Design skills for an engineering, architecture, or advertising firm

36. How do we know when a blend is good? Or bad? How do we know when a blend is good? Or bad?

37. Effectiveness “Tastes great!” Technologies & approaches match the needs Promotes skill transfer Prevents fading over time Is user friendly Supports emotional needs, not just cognitive needs Efficiency “Less filling!” F2F classroom time optimized Online synchronous time optimized Online seat time minimized Some factors to consider…

38. What are some pros and cons? What are some pros and cons?

39. Pros More efficient learning More instructionally sound More common sense More flexibility for learner Reduces classroom time Lowers travel costs Lowers downtime Cons More complex Less economies of scale Can be more expensive to develop Can take longer to develop Can take longer to deploy Can be more expensive to maintain Possible Pros and Cons