I have been modifying the blended learning process chart as well as creating call guides and training guides to be used by trainers and training coordinators during each step of the blended learning process. Since some details of the calls and training contain proprietary information, I have replaced the actual call guides with outlines for inclusion in this web site.  I feel I need to have these documents available before I meet again with the Manager and Training Coordinator.

Why do I feel that I need to have the documents completed before my next meeting? I believe that both individuals I am meeting with are detail oriented and will want to explore ever aspect of the material. Since the Training Coordinator must actually perform each of the calls, she will be very concerned that each call guide has every element that must be covered during the call as well as guidance on different contingencies.

Why do I think think that this will be the focus of the Training Coordinator? I have observed this particular Training Coordinator and I know that she likes to have a full understanding of every action and communications point needed on every call. Without this level of detail, she will not be able to progress to a point where she can offer feedback. Therefore, I know I must provide her with the right level of detail that she needs to learn the process and call guides and then make effective feedback.

Why is she like this? As an adult leaner she appears to be task orientated. This orientation requires a step by step approach to problem solving. The "problem" that she will be tasked with in a future meetings will be to provide quality feedback to the overall process and call guides.

Why am I modifying my approach to accommodate the learning needs of my stake holders? In the past I have seen many colleagues and upper managers disregard the learning needs of the people that they communicate with and proceed with "info dumps" of material and expect the other person to just figure it all out and provide quality feedback. I have also observed other colleagues and senior managers present information for similar projects in a manner that makes it easier for adult learners to understand. This second group of colleagues and senior managers tend to:
  • explain why the change is important
  • review the tasks to be performed
  • allow the learner to perform the tasks
  • allow the learner time to learn on their own and make mistakes 
  • receive feedback at each stage
Who gets the best results? The colleagues and senior managers who treat projects as a shared learning experience and who apply adult learning concepts to their interactions have stakeholders who provide higher quality feedback and who are more likely to advocates for the new processes.

Because of these observations from past work experiences, I try to provide material that help support adult learning elements described in the previous paragraph.

This week the Director has a closer look at the same process that I showed the Manager on 2.18.13. The meeting was brief and his only concern was that when we run an experiment on this process, we randomly select providers so that we can get a representation of responses to the blended learning that is more like our entire learning population. The end result of this action research will lead to a series of experiments that will guide us into improving the blended learning process to the point where we can institute it into daily practice with a high confidence that it will satisfy the training needs for a good portion of our learning population. I assured him that we would devise a random selection process during our process to ensure a good variety of feedback from different types of learners.

Do I feel that my strategy of engaging the Manager and Director in the development of the process? I believe, in general, that engaging stakeholders in the development of the blended learning process is vital to the success of the project.  The general strategy is, I feel, correct. However, after getting feedback from the Director, I perceive that he is focusing on a bigger picture. As far as finer grained feedback on the process, I think I will need more frequent feedback from the Manager and from a Training Coordinator who will be the type of person who has to perform the process. I think this tactical change will allow me to achieve more improvement in the process.