The key criteria are based on the following:
Establish the level of demand/timescales.
Recognize the different learning styles.
Look creatively at the potential of using different forms of learning, eg matching the learning need to different delivery
Work with the current providers, internal and external, to identify the learning objectives and to ensure that the provision meets the current need.
Undertake an education process to
Be prepared to offer follow-up coaching support.
Set up a monitoring process to evaluate the effectiveness of the delivery.
Identify the learning opportunity and recognize the need to provide the right solution for your learner. Increasingly organizations are recognizing the importance of tailoring learning to the individual rather than applying a 'one-
As training solutions
At this stage it is also important to identify how you are going to create the different
In any decision about developing learning solutions there will always be a need to assess the reality of the demand. However, blended learning represents a real opportunity to respond more effectively to individual demand and as such has an application that is as relevant to an individual within a very small business as it is to a team of learners in a large global company. The very nature of the blend builds in flexibility. As with the development of any learning solution it will be important to gain a real understanding of the shape and scale of the demand, not just currently but also in the future. This highlights the importance of making sure that whoever is identifying the learning needs really understands how people learn so that he or she is able to ask the deeper-level questions to understand not just the immediate learning needs but the future needs too. It will also help if he or she can explore with the sponsor the potential of creatively offering different approaches to learning including coaching support.
We know through the work of David Kolb and Honey and Mumford (firstname.lastname@example.org) that we all have preferred learning styles. As well as different learning styles there are other factors to take into consideration in the way that people prefer to learn. A learning solution needs to take account of these factors. In structuring the learning solution it will be important to take account of the learning styles of others. It also represents a great opportunity to review and revitalize the full learning and development offer. Ask yourself or your team the question, 'How could we really do things differently?'
One of the first steps is identifying what exists. Depending on your size of organization this can be a comparatively simple or a more complex exercise. In large or global organizations it can be difficult to keep up to date with local developments. Learning and development professionals are a creative breed and a programme that may have been developed
'Tailoring' to meet the need of customers can also mean that the approach or content may be different from the original. Equally the wisdom
In many large organizations this represents the toughest challenge, particularly if the different provisions are located in different parts of the organization either
One of the challenges may be helping others adapt to the new forms of learning. If you feel that you excel in stand-up training you may be less enthusiastic about adopting different ways of developing others. If you are fascinated by the use of design and technology in developing learning solutions you may be less aware of the different ways that learners learn. However in today's learning environment there have been a number of changes including using the line manager as coach, shorter training sessions and the use of online learning and multimedia packages. Going forward it will be important to help everyone involved with learning and development make their maximum contribution.
As well as highlighting the need to outline the potential of different types of learning, there is also the need to undertake an education process with the rest of the business; this will need to be far reaching as it will include fellow learning and development professionals, line managers and the learners
During a period of transformation there needs to be support available to help the learner work through the different aspects of the change. This support does not have to be through the same person; it could be a line manager who starts the process and continues to monitor progress throughout the individual's development. The individual may also have a mentor, or can be encouraged to talk through life goals with a partner or someone close. There may be an online support coach, peer support
One of the criticisms levelled at many learning and development initiatives is that they are not effectively