Designing Blended Learning Experiences

If I'd ask you to select your preferred method of learning among all possible options, what is the first thing that comes to your mind? I bet you, classroom training isn't it! 

When it comes to designing learning experiences for others, as L&D we tend to ignore or not pay attention to how we like to learn ourselves. 

If given a choice, we don't always enjoy learning in only one way. We usually like to learn by exploring (reading, google search, YouTube videos), talking to others (asking questions), working with others (learning by observation), hands-on (by applying), by practicing (and making mistakes), etc. We certainly don't like to learn (and we don't learn) simply by sitting in a classroom with one-way information flow (or dump) from an instructor. But when it comes to designing learning experiences for others, I wonder why we don't design more blended experiences that are more natural. 

Blended learning is:

• Not a new thing. 
• Not a radical concept. 
• Not a new-age way of thinking about learning. 

As Elliott Masie puts it, “We are, as a species, blended learners.” 

Designing more blended experiences speaks to the diversity in the room because not everyone likes to or can learn in the same way. And I am not talking about the cliche of learning styles aka visual, auditory, reading/writing, kinesthetic styles. That is a myth. What is true is that: "Cognitive science has identified a number of methods to enhance knowledge acquisition, and these techniques have fairly universal benefit. Students are more successful when they experience the material in multiple modalities." https://www.scientificamerican.com/article/the-problem-with-learning-styles/

Blended learning experiences put the participants in control making them feel more engaged and responsible for their own learning. Designing blended learning experiences also means being respectful of adult learners and adult learning. It fosters the acknowledgment of the knowledge and experience that participants bring to the table by giving them the flexibility to choose how and what they'd like to learn. Based on my experience, the more autonomous and flexible the program, the more successful the learning experience and its application. Autonomy is also a critical success factor in promoting self-directed learning and helping people become continuous, lifelong learners. And that's a key skill that we desperately need for the future of work.