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blended learning 3.0

Blended learning 3.0 is an advanced form of blended learning that combines traditional face-to-face teaching with online and digital learning experiences, as well as immersive technologies such as virtual reality and augmented reality. It represents a new paradigm in education and training, which aims to create more personalised and learner-centric approaches to learning, leveraging the power of technology to enhance the learning experience.

The global blended learning market is expected to grow at a CAGR of over 11% during 2020-2024, according to a report by Technavio. The report highlights the increasing demand for personalised and technology-enabled learning experiences as the key driver behind this growth. Additionally, the report notes that the emergence of immersive technologies, such as virtual and augmented reality, is expected to drive the adoption of blended learning 3.0 in the coming years.

Blended learning 3.0 involves a combination of different teaching and learning modalities, including face-to-face instruction, online and digital resources, as well as immersive technologies. It is a learner-centric approach that emphasizes the needs and preferences of individual learners, providing them with more control and flexibility over their learning experiences. Blended learning 3.0 also provides opportunities for collaboration, feedback, and engagement with instructors and peers, through various online and digital platforms.

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Examples of blended learning 3.0 in action include immersive learning experiences using virtual and augmented reality technologies, personalised learning pathways that adapt to the individual needs, including adaptive authoring tools and learning styles of learners, and gamification techniques that enhance engagement and motivation. Additionally, blended learning 3.0 can be used to deliver just-in-time training, microlearning, and other flexible learning formats that enable learners to acquire new knowledge and skills on-demand, in a cost-effective and scalable manner.

Blended learning 3.0 has several benefits over traditional forms of learning, including increased engagement and motivation, personalised learning experiences, greater flexibility and access to resources, and the ability to deliver consistent and standardised training to large numbers of learners. Additionally, blended learning 3.0 can help organisations reduce training costs and time, while increasing the effectiveness and impact of their training programs.

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As well as this, blended learning 3.0 can drive employee engagement and productivity in the workplace. It provides employees with access to flexible and personalised learning experiences, which can help them develop new skills and knowledge relevant to their job roles. According to LinkedIn, employees who spend time learning are 47% more likely to be engaged in their work, which can lead to increased productivity and performance.

Blended learning 3.0 represents a new era in learning, where technology-enabled and personalised learning experiences are becoming increasingly prevalent. With the potential to drive learner-centric design, employee engagement, scalability, and productivity, blended learning 3.0 is poised to play a critical role in shaping the future of education and training. Get in touch with experts and Mindboost to learn how to leverage blended learning for your organisation.

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Caleb Foster Digital Learning Geek
After gaining more than 20 years of experience in operational excellence in the hospitality and digital learning sectors, Caleb wanted to rid the world of dull ‘click next’ and ineffective elearning and solve the epidemic of uninspiring digital learning. Mindboost began back in 2016, when Caleb, saw a huge opportunity to create better quality digital learning content that connects with learners emotionally to encourage a desire to learn more. Caleb realised there was a lack of true understanding of an organisation’s culture and inner-working when learning providers were presented with a request from a client. So, the Mindboost team get under the cover of an organisation’s performance need and ultimately look to connect with learners emotionally. When a learner is connected emotionally, they tend to start believing in a change, this then generates a feeling and makes a greater impact within the organisation than just conveying information.