Reinforcing Behavioural Change And Performance Using Flipped Learning In A Corporate Context

 

This article was first published on eLearning Industry, and we have modified it slightly since. You can access the original article here

One of the main challenges in corporate L&D today is sustaining behavioural change and performance. Ultimately, most learning activities are done to facilitate some sort of change. Yet, when it comes to applying the knowledge and skills learned from a blend of learning activities, the learners often feel left alone. Thus, they haven’t got enough practice, exposure or opportunities to actually start behaving in a new way. A lot of these are attributable to the tendency in the corporate L&D space to focus too heavily on knowledge delivery. When undergoing the paradigm shift from knowledge-focus to a performance-focus, adopting flipped learning in a corporate context is a good approach.

What Is Flipped Learning In A Nutshell?

Flipped learning is an approach that the education world has been adopting for the past 10+ years with great success. Initially, the approach was developed on the notion that direct instruction does not work terribly well in a group setting, while activities and ‘homework’ seemed to produce more results with the social group context. Therefore, educators started experimenting with bringing direct instruction (‘lectures’) into the individual learning space, whereas they brought practice, discussion and reflection (‘homework’) back to the classroom.

Fast forward to the corporate world in 2018, where learning has largely taken a blended and increasingly digital approach. Many organisations have all the latest tools when it comes to Learning and Development. Yet, almost equally many are struggling in translating the learning to actual changes in behaviour and improved performance. In most cases, the fundamental problem is the way companies structure learning experiences. Generally, companies choose an overly knowledge and content–focused approach over more learner-centered design. What could be a potential solution? Try flipping the learning paradigm.

How to design flipped learning experiences in a corporate context?

The overarching goal of flipped learning in a corporate context would be to deliver knowledge in a scalable way at the point of need while maximising the behavioural and performance impact through the efficient use of the “expensive resources” (face-to-face). And here’s how you could get started with a flipped learning approach.

1. It’s important to take a two-fold approach to learning “content”

 You should start by identifying what types of instructional, knowledge-focused content you have. These may include videos, presentations, storyboards, webinar recordings, manuals, documents, and handbooks. You should curate these types of content into a self-paced digital learning experience where learners can consume the knowledge at their own pace. Ultimately, you may consider using digital means for delivering all knowledge-based content and baseline subject matter.

2. You need to re-define the role of the traditional classroom

Instead of delivering knowledge, face-to-face training activities should consist of deeper discussions, simulations, group activities and practice. Naturally, you should design the activities according to the behavioural goals you want to achieve with learning. If you’re doing sales training, the behavioural objective might be to adopt a new selling approach in hopes of increasing sales by X%. In such an example, the activities might consist of sales meeting simulations, group practice pitching, workshops, and personalised coaching. Similarly, for technical training, you should use the face-to-face time to get the learners’ hands dirty and let them experience tools and methods in practice.

3. You should always continue to facilitate learning after the “classroom” sessions

Due to resource constraints and requirements for scalability and efficiency, this is where it often pays for corporates to move back to digital platforms. You can use different digital learning tools for feedback, as well as engaging in instructor-led facilitation, collaboration, and social learning. Ultimately, it’s important to engage the learners over time to keep the learning on their minds, establishing that cognitive presence. Furthermore, you should also give the learners access to performance support; resources designed to help them succeed on their jobs.

Naturally, you can expand upon this cycle, depending on the training topics and success of the learning initiatives. The important thing is to create a risk-free environment for the learners to practice, engage and experience – especially during the face-to-face sessions.

What Are The Potential Benefits Of A Flipped Learning Approach In Corporate Context?

Ok, you’ve got this far. Now let’s look at why this would actually work in the corporate context. Here are a few benefits we are seeing with a flipped learning approach:

  1. The focus is on performance
    The face-to-face activities and post-session facilitation should be all about reinforcing behavioural change and providing tools for increasing performance, which is what ultimately matters. Thus, you’re wasting less time on nice-to-know things and knowledge-not-being-applied.
  2. Increasing the scalability and efficiency of “knowledge delivery”
    By transitioning the knowledge delivery component into digital formats, you can do more with less. Learners can take the first steps of the learning journey at their convenience.
  3. Increasing efficacy and efficiency of face-to-face learning
    You’re using the expensive face-to-face training hours to support real change through practical activities, not just delivering knowledge passively. You’ll be able to deliver greater impact with potentially fewer resources.
  4. Increased learner-centricity
    In a flipped learning approach, learners are able to consume and digest knowledge at their own pace. Furthermore, the new activity-based, face-to-face sessions provide better opportunities for more personalised learning support, as trainers are not wasting their time lecturing.
  5. Encouraging active learning
    A flipped learning approach generally encourages and facilitates a more active involvement and engagement of learners, which translates to improved learning results.

All in all, flipped learning is an approach that makes a lot of sense in today’s corporate L&D. Increase in knowledge alone has little ROI if it doesn’t translate into behaviour and performance. However, flipped learning provides a way of delivering activities to support the behavioural change while retaining efficiency thanks to the blended delivery.

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