How To Facilitate Blended Learning Workshops

You can deliver big, efficient PD in only a small amount of time. Here's the strategy... Assign prework. No, it’s not a revolutionary idea. Yes, it can revolutionize your meetings. When done well, prework can incorporate all seven principles of adult learning theory: 1. Adults must feel safe to learn. Thoughtful prework builds trust in the facilitator and provides clear expectations for how participants will be expected to engage. Increased clarity = increased comfort. 2. Adults come to learning experiences with histories. Prework that activates participants’ past experiences and knowledge sets them up to be sense-makers. 3. Adults need to know why we have to learn something. Prework provides the perfect method to communicate purpose without taking time from your session. 4. Adults want agency in learning. Differentiation in session can be tricky at times, but is much easier to do in prework. 5. Adults need practice to internalize learning. Front-loading knowledge-building in prework = more time for application in session. 6. Adults have a problem-centered approach to learning. Prework is a great opportunity to allow participants the time and space to consider application to their unique context. 7. Adults want to learn. Providing prework puts learning in participants’ hands. When thoughtfully designed and communicated, it activates participants’ curiosity and their core human need for competence. A warning: Prework can also be a waste of time. No strategy or tool is inherently transformational. It comes down to how you implement. A case study: I teach a virtual 1-day coaching workshop. Our live learning time is just 4 hours. We have big learning goals and consistently meet them (97% of participants say it met or exceeded expectations). The 4 hours we spend together are very purposefully designed. Yes, I am a skilled and experienced facilitator. But the prework is just as important to the success of the session as those 2 factors. To synthesize their prework learning, participants complete a 3,2,1 reflection where they capture the following:   3 new things you’ve learned 2 ideas you are still thinking about 1 concept or strategy you have already tried or will prioritize trying Toward the beginning of our time together, participants break into small groups and share their reflections. By the end of this short activity, multiple core human needs are met, and participants are actively enrolled in their learning. This allows us to jump into skill-building so participants emerge from our time together able to do something meaningfully different than when they arrived. Worried that people won’t complete their prework? Remember: adults want to learn. Competence is a core human need. Do your part well and trust that they will do theirs. How do you use prework? Is there something new you might want to try?

A blend is usually best. My approach to designing class sessions centers on designing for the learning, not the learner. Though this may be an unpopular instructional philosophy, I find it yields strong, lasting gains. Of course, learners must have adequate prior knowledge, which you can ensure through thoughtful placement and pre-training. This approach combines direct instruction with emotional, cognitive, and reinforcement strategies to maximize learning and retention. Each phase—from preparation to reinforcement—uses proven methods that reduce anxiety, build confidence, and sustain motivation while grounding knowledge in ways that lead to deeper understanding and real-world application. Direct instruction methods (such as Rosenshine and Gagné) offer a structured framework to capture attention, clarify objectives, and reduce initial anxiety. Emotional engagement—connecting material on a personal level—makes learning memorable and supports long-term retention. Reinforcement strategies like spaced repetition, interleaving, and retrieval practice transform new information into long-term memory. These methods help learners revisit and reinforce what they know, making retention easier and confidence stronger, with automaticity as the ultimate goal. Grounding learning in multiple contexts enhances recall and transfer. Teaching concepts across varied situations allows learners to apply knowledge beyond the classroom. Using multimedia principles also reduces cognitive load, supporting efficient encoding and schema-building for faster recall. Active engagement remains critical to meaningful learning. Learners need to “do” something significant with the information provided. Starting with concrete tasks and moving to abstract concepts strengthens understanding. Progressing from simple questions to complex, experience-rooted problems allows learners to apply their knowledge creatively. Reflection provides crucial insights. Requiring reflection in multiple forms—whether writing, discussion, or visual work—deepens understanding and broadens perspectives. Feedback, feedforward, and feedback cycles offer constructive guidance, equipping learners for future challenges and connecting immediate understanding with long-term growth. As learners build skills, gradually reduce guidance to foster independence. When ready, they practice in more unpredictable or “chaotic” scenarios, which strengthens their ability to apply knowledge under pressure. Controlled chaos builds resilience and adaptability—then we can apply more discovery-based methods. Apply: ✅Direct instruction ✅Emotional engagement ✅Reinforcement strategies ✅Multiple contexts ✅Multimedia learning principles ✅Active, meaningful tasks ✅Reflection in varied forms ✅Concrete-to-abstract ✅Questions-to-Problems ✅Feedback cycles ✅Decreasing guidance ✅Practice in chaos ✅Discovery-based methods (advanced learners) Hope this is helpful :) #instructionaldesign #teachingandlearning

Learners engage better when they’re not just passive recipients of information. 𝐖𝐢𝐭𝐡𝐨𝐮𝐭 𝐢𝐧𝐭𝐞𝐫𝐚𝐜𝐭𝐢𝐯𝐢𝐭𝐲: 🔴 Learners will quickly tune out and forget key concepts. 🔴 There’s no connection between the content and how learners will actually use it. Instead, make your training 𝘥𝘺𝘯𝘢𝘮𝘪𝘤 𝘢𝘯𝘥 𝘩𝘢𝘯𝘥𝘴-𝘰𝘯. 1️⃣ Scenario-based learning Create real-world scenarios that challenge learners to think critically and make decisions. Example: 𝘈𝘴𝘬 𝘭𝘦𝘢𝘳𝘯𝘦𝘳𝘴 𝘵𝘰 𝘵𝘳𝘰𝘶𝘣𝘭𝘦𝘴𝘩𝘰𝘰𝘵 𝘢𝘯 𝘪𝘴𝘴𝘶𝘦 𝘣𝘢𝘴𝘦𝘥 𝘰𝘯 𝘢 𝘳𝘦𝘢𝘭𝘪𝘴𝘵𝘪𝘤 𝘴𝘪𝘵𝘶𝘢𝘵𝘪𝘰𝘯 𝘵𝘩𝘦𝘺 𝘮𝘪𝘨𝘩𝘵 𝘧𝘢𝘤𝘦 𝘪𝘯 𝘵𝘩𝘦𝘪𝘳 𝘫𝘰𝘣. 2️⃣ Hands-on practice Give learners the opportunity to apply what they’ve learned through practice exercises and tasks. Example: 𝘜𝘴𝘦 𝘴𝘪𝘮𝘶𝘭𝘢𝘵𝘪𝘰𝘯𝘴 𝘰𝘳 𝘱𝘳𝘢𝘤𝘵𝘪𝘤𝘦 𝘲𝘶𝘪𝘻𝘻𝘦𝘴 𝘵𝘰 𝘳𝘦𝘪𝘯𝘧𝘰𝘳𝘤𝘦 𝘬𝘦𝘺 𝘤𝘰𝘯𝘤𝘦𝘱𝘵𝘴. 3️⃣ Group discussions Foster collaboration and deeper learning by encouraging group conversations. Let learners share their experiences and insights in a structured way. Example: 𝘋𝘪𝘴𝘤𝘶𝘴𝘴 𝘤𝘰𝘮𝘮𝘰𝘯 𝘤𝘩𝘢𝘭𝘭𝘦𝘯𝘨𝘦𝘴 𝘧𝘢𝘤𝘦𝘥 𝘪𝘯 𝘵𝘩𝘦𝘪𝘳 𝘳𝘰𝘭𝘦𝘴 𝘢𝘯𝘥 𝘩𝘰𝘸 𝘵𝘰 𝘢𝘥𝘥𝘳𝘦𝘴𝘴 𝘵𝘩𝘦𝘮. 4️⃣ Branching scenarios Let learners make choices and see the consequences of their decisions. This helps them see the impact of their actions in a safe, controlled environment. 5️⃣ Reflection questions Encourage personal connection by asking learners to reflect on how the content applies to their own experiences. Example: "𝘏𝘰𝘸 𝘸𝘰𝘶𝘭𝘥 𝘺𝘰𝘶 𝘩𝘢𝘯𝘥𝘭𝘦 𝘵𝘩𝘪𝘴 𝘴𝘪𝘵𝘶𝘢𝘵𝘪𝘰𝘯 𝘪𝘯 𝘺𝘰𝘶𝘳 𝘳𝘰𝘭𝘦?" 6️⃣ Simulations Replicate real-world tasks so learners can practice in a risk-free environment. Simulations allow learners to learn by doing without the consequences of mistakes. 7️⃣ Role play Get learners actively involved by having them step into different roles and practice their responses. Example: 𝘓𝘦𝘵 𝘵𝘩𝘦𝘮 𝘱𝘭𝘢𝘺 𝘵𝘩𝘦 𝘳𝘰𝘭𝘦 𝘰𝘧 𝘢 𝘤𝘶𝘴𝘵𝘰𝘮𝘦𝘳 𝘴𝘦𝘳𝘷𝘪𝘤𝘦 𝘳𝘦𝘱𝘳𝘦𝘴𝘦𝘯𝘵𝘢𝘵𝘪𝘷𝘦, 𝘥𝘦𝘢𝘭𝘪𝘯𝘨 𝘸𝘪𝘵𝘩 𝘢𝘯 𝘶𝘱𝘴𝘦𝘵 𝘤𝘶𝘴𝘵𝘰𝘮𝘦𝘳. 8️⃣ Practice exercises Reinforce knowledge through repetition. Provide exercises that help learners practice and retain what they’ve learned. 𝑾𝒉𝒂𝒕 𝒊𝒏𝒕𝒆𝒓𝒂𝒄𝒕𝒊𝒗𝒊𝒕𝒚 𝒉𝒂𝒗𝒆 𝒚𝒐𝒖 𝒄𝒓𝒆𝒂𝒕𝒆𝒅 𝒕𝒉𝒂𝒕 𝒚𝒐𝒖 𝒂𝒓𝒆 𝒚𝒐𝒖 𝒎𝒐𝒔𝒕 𝒑𝒓𝒐𝒖𝒅 𝒐𝒇? ----------------------- 👋 Hi! I'm Elizabeth! ♻️ Repost and share if you found this post helpful. 👆 Follow me for more tips! 🤝 Reach out if you're looking for a high-quality learning solution designed to change the behavior of the learner to meet the needs of your organization. #InstructionalDesign #LearningAndDevelopment #TrainingTips #InteractiveLearning #BehaviorChange