Global drivers are placing higher education at a critical juncture. Moving forward, universities must decide how they will deliver education services. The pandemic has not been the only driver of change; demographic changes, rising costs, evolving consumer expectations and rapidly changing technology all play important roles in bringing this decision to a head. More and more educational institutions are undergoing digital transformations to adapt to hybrid education models.

Faculty, leadership, students and parents are all trying to envision what education will look like over the next four years.

This article will examine how higher education organizations can prepare for the transition to hybrid education, cover the benefits of a hybrid education model and break down what to consider as we transform. We’ll answer key questions, such as:

• What are the components of hybrid learning education?
• How does higher education make the transition?
• What are the benefits, tools, and other factors to consider?

What exactly is hybrid education?

Hybrid education is simply defined as an education approach that combines online education interaction/materials with traditional place-based classroom methods. Hybrid learning means having students part time at home and part time in class.

When the global pandemic impacted educational institutions, classes were initially held entirely online – for both students and teachers. The hybrid education model shifts away from the entirely online approach to a combination of in-person classes and virtual classes.

Features of hybrid learning

Hybrid learning is typically comprised of distinct features that include:

Time (synchronous) – Synchronous learning is defined as a scheduled class held in real-time with a group of students and a teacher. The students can be in attendance remotely or in a classroom. Higher education may use online video conferencing technology to engage with students in real-time.

Space – This refers to the hybrid learning space; for example, a student setting up a hybrid learning space at home or a teacher dedicating an in-person class room space. Hybrid learning in the classroom is dependent on what technology is deployed such as interactive video hardware, display, software, assistive technology, and whiteboards.

Interaction – Hybrid learning interaction is based on how the student and teacher will interact – online, in-person, and a combination of both. It’s critical that higher education organizations deploy technology that will drive engagement with students; for example, deploying immersive virtual classrooms to enhance remote student learning.

Get more insights on how X2O Media and Emory University partnered to deploy innovative collaborative interactive technology.

Resources – Resources refer to components that make hybrid learning possible. This includes Wi-Fi/Internet connection, computers, Audiovisual hardware and the software that drives hybrid learning. Educational collaboration tools, such as conferencing software, Learning Management Systems are Resources, as well.

Responsibility – This includes self-learning, digital interactive tools, tracking of attendance or class work, etc. Responsibility is also placed on the teachers who may need to present, record, upload, monitor, and track students and lessons.

Overall, these are just a sampling of hybrid learning that may have some similar features of traditional in-person learning. However, by its nature hybrid learning is a combination of using digital technologies with in-person education.

Benefits of a hybrid education model

Students have high expectations of technology because of the technology they use every day — from social applications like Instagram and Tik Tok, to iOS and Android messaging. These platforms allow them to build a customized communications interface, and they bring that experience (and all the expectations it creates) with them into education.

Digital transformation can help higher education organizations meet students where they are, not only reducing friction but also increasing retention of material, satisfaction, and results.

Benefits of adopting a hybrid education model include:

• Self-efficacy – Students can learn in class at their own time and pace, depending on the class/teacher lesson plan. In the comfort of their own home or at another convenient location, students can go online to engage with all the class resources. This is particularly beneficial to students who may have busy schedules.
• Synchronous and asynchronous learning – Some students may be able to attend class in-person, while others may need to rely on purely online learning. The hybrid learning approach may choose to have a combination of synchronous learning (real-time) and asynchronous learning – where some of the class materials are online, available as a recording.
• Real-time engagement and feedback – The global pandemic increased the use of video conferencing in higher education. However, traditional video conferencing tools were not intended to be used by educators or students. In the educational use case, video conferencing tools are more effective when they can support more dynamic discussions and active participation by all participants. This often leads to the acquisition of purpose-built tools.
• Hybrid learning – depending on the technology deployed – can deliver more effective use of video, collaboration, and ultimately engagement.
• Performance and tracking – Hybrid learning technology can help with tracking the attendance, performance, and feedback of students. The digital technology deployed can help obviate the need for manual tracking and analysis. Overall, measuring the metrics that matter can help instructors while improving the hybrid learning experience for students.

Key considerations for hybrid learning technology

When approaching the transition to hybrid, higher education is familiar with elements, such as IT hardware and software. But there are missing pieces of the puzzle that complete the hybrid picture: The audio/video (AV) components and infrastructure.

Considerations include:

• Hybrid Learning Software – Some higher education institutions may try to use standard video conferencing software, combine various disparate solutions, or even try to create their own. Higher education organizations should avoid these approaches and deploy software that is specifically designed for the needs of hybrid education.
• Computer hardware – Higher education must determine if the computers used (for students and teachers) are the organization’s or that of the students and staff.
• Audio/video — Additional cameras, microphones, displays and speakers to accommodate a larger hybrid audience.
• Wi-Fi availability – Do all the students and teachers have reliable, high-speed Wi-Fi to access resources? Some areas may lack adequate Hi-Fi or Internet connection so that must be taken into consideration if there is an option to attend class in-person rather than solely be online.
• Network Infrastructure — Wi-Fi can also be bottlenecked by an outmoded Internet connection. Campuses might need to reconsider their network as we approach the widespread use of real-time video feeds.

Questions to ask software vendors:

• Does the software have robust features that accommodate 100+ participants?
• Is the software easy to deploy, adopt, and manage?
• Is the solution designed to replace face-to-face learning, or to integrate with it?
• What is the process for support, and how long does it take to resolve issues on average?
• Is the vendor actively developing new features?
• Is the software tested and proven, or is it more of a proof of concept?
• Are there multiple camera views, virtual room settings, online interactivity, etc?
• What hardware is required?
• Are there minimum technical requirements for participants? For networks?
• What kind of setup is necessary for end-users? For staff?

Partnering with the right hybrid learning platform provider

Taking steps to transform your higher education organization to hybrid learning doesn’t have to be complex and challenging if you plan strategically. It is critical you partner with a hybrid learning technology provider with the expertise and experience of working with education organizations. Partnering with a solution that is specifically designed for hybrid education needs will transform and optimize your school for an enhanced student learning experience.

Learn more about X2O OneRoom.

The Covid-19 pandemic has accelerated digital transformation and the importance of Learning and Development in all organizations. The prevalence of remote workers, as well as the digital aptitude of employees, has delivered new needs and opportunities for digital learning solutions. Not only are virtual platforms more necessary to unite employees across distance, they are also more commonly used and understood. These changes have enabled employers to experiment with new communication technologies and processes to support a wider variety of course modalities than ever before.

The experimentation phase is not over. According to a People Management survey, more than 50% of the Learning & Development of organizations worldwide have implemented digital solutions as temporary patches rather than long-term strategic transformations. This wait-and-see approach has resulted in solutions that are “good enough,” or that “show promise” but which either produce lackluster results, or make other sacrifices in productivity, learning and security while a better solution is identified.

L&D leaders understand that these initial tools must give way, at some point, to more specific solutions designed for class sessions, collaboration and deep learning. For one, there is more pressure on organizations to adapt, reskill, and upskill their workforces. According to LinkedIn’s 2022 Workplace Learning Report, the skills reported within occupations changed by 25% in 2021, a rate of change that, if continued, will rise to 40% in only three years. That will mean that the skills required for an occupation will only last for between 2 and 3 years, moving forward.

Even if the rate of change tops out at 25%, a 4-year skills cycle would still imply the need to prioritize L&D. That is exactly what many businesses are doing. Most L&D leaders agree that their job function is becoming more strategic. They are receiving more promotions, and demand has risen faster than other positions in HR. In mid-2021, LinkedIn reported almost double (94%) the demand for L&D specialists than in the year prior (LinkedIn, 2022).

But with added rewards comes equal responsibility. There is a new trend amongst more exacting corporate executives who demand a clear learning ROI from L&Ds before they allocate budgets. These requests mandate not only that proper metrics be established, more importantly, they require valuable learning to occur in the first place.

The short-term solutions that were “good-enough” during the pandemic will not work under these new strategic demands.

Here are a few considerations for requesting and evaluating long-term tools that will replace what your organization currently has in place.

L&D Solutions: Core capabilities to drive sustained skills development

‘Combining the latest learning methods with the right technology provides organizations an exceptional opportunity to improve their strategic capabilities. With the right tools, organizations can prepare themselves for the future way of working.’    — David Wilson, CEO of Fosway Group

We all know that learning technology must improve, but what does that look like? What capabilities does your organization’s next generation learning tools support?

Individual Learning Journeys

Employees rank “Opportunities to Learn and Grow” as the #1 Top Driver of a Great Work Culture (LinkedIn, 2022). That response has risen 8 places in the last three years, from #9 to #1.

In a disruptive world with custom technology and cross-functional skills, individual learning journeys are the best way to ensure your L&D program can address employees’ skilling needs. Transforming your learning programs to include individual learning journeys is a true game changer. This method not only secures a successful adoption and retention by the employees but also largely prevents employee’s turnover. This one organizational capability not only drives satisfaction and productivity, it also saves the cost of searching and acquiring new employees.

Blended Learning

The use of blended learning and blended delivery is tightly related to individual learning journeys, but it also comes from the rise of remote work and a distributed workforce. Blended learning makes use of synchronous and asynchronous, formal, and informal content and learning events from e-Learning, social, peer-to-peer and on-the job learning. L&D leaders that can support blended learning will have a much easier time deploying individualized learning journeys, as well as supporting the current workforce.

Hybrid Courses that Support Deep Learning

Delivering accessible educational content is important, but as many L&D leaders are discovering, comprehension is critical. Actual learning is the cornerstone of the organizational strategies outlined above, and without comprehension, employees do not feel empowered, and the organization does not adapt and re-skill in any meaningful way.

As a final note, both of the capabilities above will probably rely upon hybrid and virtual learning to succeed. Without the convenience of hybrid, individual learning journeys are impractical, and blended learning is a crutch, as opposed to a tool.

The temporary online conferencing solutions that many corporations still use are considered temporary precisely because they fail the comprehension test.

During a live session, comprehension is high thanks to:

• Level of attentiveness and engagement
• One-on-one interactivity and breakout group discussions
• Being able to hear and see the trainer, the content and other speakers clearly
• Accessing the content before and after the session

These aspects of live courses reinforce the material through repetition and play. Unfortunately, many of the online conferencing tools that corporations use today do not replicate these critical elements, having an adverse effect on interactivity, immersion, and ultimately learning and retention. That is why many of these tools are considered temporary.

Businesses need to deploy long-term hybrid and virtual learning solutions that are better at supporting nonverbal cues, collaboration and immersive learning. The ability to facilitate deep learning across hybrid and virtual environments is a necessity for any organization that wants to retain and engage a productive workforce. What many L&D functions have now is “shallow hybrid.” What they need is technology to create a “deep hybrid” environment for successful and engaging learning. That technology will become critical to attaining better learning outcomes and driving organizational agility and adaptiveness.

Article published by Training Industry on December 2, 2022

The metaverse, a virtual shared space comprised of virtually enhanced physical and digital reality, has opened many opportunities for learning and development (L&D) to discover innovative ways to leverage digital learning solutions within the greater virtual ecosystem. As the metaverse continues to dominate the news cycles, we need to pay close attention to how it impacts and challenges employee learning and collaboration.*

But why does the metaverse matter? As a product manager of a hybrid live collaboration and training solution, I am keen and curious to understand the benefits and challenges of training in the metaverse and if it can be embraced to elevate hybrid meeting and training. After extensive technology reviews and discussions with gurus, I have reached the conclusion that the metaverse in its current technology state is a smokescreen.

It may sound like I am resistant to change, but let’s dive into the three biggest challenges for hybrid training in the metaverse ecosystem so that you can decide for yourself whether the metaverse will open up new opportunities for your programs.

Main Limitations of the Metaverse

Limitations in Virtual Training and Collaboration

An expensive 3D headset and reliable internet are a must-have to partake in an immersive metaverse experience, which makes accessibility an issue. Additionally, a study found that the headsets can induce stress, anxiety, nausea and eye strain. The same study found that virtual headsets are also creating fatigue and reducing productivity — except in some very limited industrial applications. So, the use of this device should be limited in time and used only for specific use cases where the benefit is clearly understood. Furthermore, when working in person, the headset serves as a barrier to the important human connection between colleagues who are working or studying together.

Limitations in Learning

Examining a typical instructor-led classroom where all learners are participating in-person, the key differentiating attribute for an in-person, instructor-led course is the human connection. During such a course, the instructor can interact directly with participants in many ways through eye-to-eye contact with them or by analyzing their facial expressions to better discern the student’s understanding. They can also leverage their body language to show empathy and emphasize fundamental concepts, adjusting as needed to help them to better absorb the subject matter.

In the metaverse, people are replaced with their avatar. This puts a stop to the natural direct and non-verbal cues mentioned. The art of communication considers that people need context to better communicate. Contextual learning is a crucial input to help learners connect the abstract elements with a concrete example.

To be as good as an in-person learning event, digital technologies must recreate the one-on-one interaction between all students the instructor and therefore, reproducing the hyperpresence that encourages the participants to be engaged.

Limitations in Collaborative Meetings

Digital hyperpresence is also highly recommended in collaborative meetings, aimed at inducing a debate discussion or to brainstorm. The technology should recreate an immersive experience for collaborative meeting with fully engaged participants. When the video is off or replaced by a still or animated avatar it is hard to get people to fully pay attention, especially when people are not in the same room.

Other Methods to Engage Participants Effectively

Mature technology already exists that has been developed and deployed, creating a truly immersive learning and collaboration experience. It is a space where participants, regardless of whether they are in-room or remote, are guaranteed to experience learning or collaboration in an equitable, engaging and inclusive manner. When the intrinsic human need to be acknowledged and to connect with others is fulfilled, everyone thrives.

Unlike the metaverse, participants in an immersive solution feel a collective presence as if they are all sitting in the room next to each other whether they are in-room or remote. Yet, they do not feel the screen fatigue which characterizes typical video conferencing solutions. Web conferencing, or collaboration technology provides strategically positioned cameras and speakers that allow for both the in-person and the remote participants along with the presenter to be aware of each other’s verbal and non-verbal communication, creating an experience which is as good as being there.

In the Realm of Virtual Worlds, Augmented Reality Stands Out

Augmented reality (AR) is about adding to the real world instead of replacing it with a totally virtual world. AR enhances both the virtual and real world, while virtual reality (VR) only enhances a fictional reality.

By superimposing sound, video, and graphics onto an existing environment, AR technology increases participant engagement and interest. AR is seen as contributing to a better understanding of the content as well.

Navigating the Metaverse

So, where can the metaverse be leveraged in the learning process? The answer lies in the learning process itself. At the beginning of every learning process the instructor needs to share the content in the most interactive and contextual manner. Then comes the experimentation stage that allows learners to complete the process and reproduce the obtained knowledge.

Consider a traditional class where the course content is made part of lectures, discussions, breakout groups and quizzes. Adding individual gamification experience in a virtual universe is like one of the quizzes. The objective is to stimulate the learner with a full spectrum of kinesthetic approaches for learning success.

Humans have always relied on immersive learning to master skills. By offering learners a higher level of human engagement, a realistic learning experience and the opportunity to practice and apply skills, we see that learning goals are achieved. This is easier than ever to achieve through new technologies that evolve learning experiences to take place in any virtual environment with a high level of realism and human interaction. To embrace a digital approach to learning that is equitable, engaging and inclusive for all means embracing solutions that are designed to heighten and facilitate the key to successful learning: the human experience.

We’re looking forward to being back in Orlando and welcome you to our booth 2314. A key industry event, Enterprise Connect is the leading AV and unified communications exhibition where the world’s leading innovators and solutions providers showcase their latest technology. It is shaping up to be an exciting and busy show.

If you’re planning your visit, come by and say hello. You will find the X2O Media team located at booth 2314 showcasing our digital workplace solutions — leading hybrid learning and meeting solution, X2O OneRoom along with our X2O Platform which enables corporate enterprises to communicate effectively with their teams.

During Enterprise Connect, our main focus is on OneRoom, which is a hybrid collaboration solution that our global customers are using to create immersive and engaging remote or hybrid collaboration spaces. No matter what industry you’re focused on, our digital workplace solutions improve training and meeting for today’s ever-growing remote or hybrid work teams.

While on the other side of the booth, you can see for yourself the power of X2O Platform and learn how organizations can use it to connect and engage with their employees, especially in the dispersed hybrid workplace. We’ll be showing how the platform works, as well as how you can build channels of content with real-time information and data and share it across any digital device — anywhere in the world.

We can’t wait to share our latest developments. We’re happy to give you a tour and you can request a date and time that suits you here.

If you can’t make it to Orlando keep an eye on our social media channels as we’ll be posting during the event — or contact us directly to find out more about the X2O Media digital workplace solutions.

Remote collaboration is working on projects or tasks with a group of people while being physically located in different locations or countries and involves communicating and sharing ideas using a variety of tools and technology platforms.

Remote collaboration could be perceived as becoming more of a norm following the pandemic but according to a 2019 report by International Workplace Group (IWG), 50% of employees globally were working outside their main office headquarters for at least 2.5 days a week.

In this blog piece we’ll be sharing the key challenges facing remote teams, how to manage remote teams effectively and best practices for implementing a remote collaboration solution.

Challenges Facing Remote Teams

Remote working and collaboration brings many benefits but it can also be challenging and needs a supportive culture and robust procedures and clear expectations set. Here are some common challenges associated with remote collaboration:

Communication
Effective communication is key for remote working and collaboration to be successful. It can be challenging when people are physically disparate and working across various time zones can prove difficult causing delays in response, misunderstanding and reduced productivity. Ineffective communication can also lead to isolation and lack of engagement with team members so fostering a positive working environment is imperative.

Coordination
Getting team members together to discuss key projects can be arduous and requires alignment of schedules often weeks in advance. With a physical distance between team members it can also be hard to assign responsibilities and tasks and ensure everyone is on the same page.

Distractions
When team members work remotely the lines of communication can be blurred with the boundaries between work and home life unclear. This can often lead to difficulty separating work time from personal time impacting on employee productivity and well-being.

Technology
To help facilitate remote collaboration, having the right technology solution and platform available to everyone is crucial. Technology can also prove challenging when issues occur and there may be compatibility issues which can disrupt communication and impact productivity.

Security
Remote collaboration often requires the sharing of private and confidential data or information so working collaboratively can be challenging when not working in a controlled office environment. Remote collaboration requires stringent security measures and data protection policies to prevent unauthorized access to confidential information.

Trust
Finally the most important challenge is around building a good rapport between a team and a trusted working environment. This can be challenging to establish relationships with each other with limited face to face communication and can result in reduced trust and cohesion.

Best Practices for Remote Collaboration

Below are the top ten tips for effective remote collaboration

1. Communicate effectively – provide clear and frequent communication amongst the team and ensure it’s in a timely manner and accessible to everyone.
2. Set clear expectations – ensure goals and milestones are clearly communicated alongside any deadlines.
3. Use collaboration tools – there are a variety of tools available to make remote collaboration easy and effective. Tools should enable real-time collaboration, provide file sharing opportunities, and task tracking.
4. Team building – despite the geographical differences between team members you need to make an effort to foster a culture of collaboration and create dedicated time and space for non-work related conversation and activities.
5. Check in regularly – make sure there is dedicated time to regroup and address any challenges or concerns. This helps with alignment and enables discussion and idea sharing.
6. Encourage idea and knowledge sharing – to maintain productivity, share best practices, insights and tips to enhance learning and collaboration.
7. Accessible information – make time to set up clear processes and ways of sharing relevant information and project updates. Consider a shared area where everyone can access the most up-to-date information to minimize confusion
8. Promote work-life balance – set clear boundaries and emphasize the importance of taking regular breaks to prevent burnout.
9. Build trust – promote transparency and encourage open and honest communication to provide support and help team members fulfill their work commitments
10. Learn & feed back – it’s crucial to review any remote collaboration processes that are developed and understand what is working, what isn’t and what needs to be done differently moving forward to evolve and improve processes over time.

Implementing a Remote Collaboration Solution

• Understand your requirements – what key challenges do you want to address through remote collaboration?
• Research the collaboration tools – evaluate which tools and platforms meet your needs (consider ease of use, features, security and scalability)
• Set out goals – define a timeline for implementing a remote collaboration solution and define key milestones for getting there to make sure it aligns with your organization’s strategy
• Provide training – make sure team members have access to training and understand how to use the selected collaboration tools. Provide regular updates and check-ins to maintain effective communication.
• Create culture – promote the value of a remote collaboration culture and encourage not only a environment of inclusivity but also cross-functional collaboration and communication
• Test and pilot – before switching and implementing across whole organization test with small group of users to identify and challenge
• Rollout and adoption – develop a communication plan around the rollout once the pilot phase has been completed and successful.
• Evaluate and feedback – key to the success of implementing a remote collaboration process is feedback from those using it. Make sure there are opportunities to feed back and share new features or updates.

Remember an implementation process takes time and will vary by organization and the tools you use, but it’s essential to adapt and get feedback on the process to make sure you meet your initial requirements and goals.

How Companies are Integrating Remote Collaboration into their Workflow

Many organizations have now adopted a hybrid working model enabling employees to work both remotely and from a traditional office space and are evaluating employee productivity and retention. With the shift to hybrid working and collaboration brings a demand for more sophisticated collaboration tools, and immersive technologies that can create virtual meeting spaces and enable remote collaboration in shared environments. Choosing the right tools to support your workflow is critical and ensuring they seamlessly integrate with existing infrastructure is important for adoption.

How Does X2O Media Know So Much about Remote Collaboration?

X2O Media has been working with customers around the globe to support hybrid and remote collaboration and training needs, and their X2O OneRoom solution is used by higher education institutions and global corporations to bring employees together in the same space regardless of location.

OneRoom offers a dynamic space to connect and communicate and is a powerful solution. It offers an unparalleled, immersive experience alongside integrated collaboration tools including interactive whiteboards, polls/voting features and breakout rooms.

Sign up for our next X2O OneRoom demo to see how you can take the next step with your remote collaboration needs, and shape a new way of hybrid working.

What is Interactive Learning?

Interactive learning can be traced back to the early 1900s where an early form of distance education was available with students completing coursework, communicating with their instructors by mail.

With the advent of technology interactive learning has evolved and computer programmes now teach basic skills, and interactive multimedia allows a wider range of subjects to be learnt at home giving greater flexibility and personalized learning experiences.

Another dimension was enabled with the rise of the internet giving access to courses and education from around the world using online platforms. Today interactive learning continues to evolve with the growth of mobile devices, social media and virtual reality providing more opportunities to learn, collaborate and engage.

Broadly speaking, interactive learning involves participation from the learner and some form of practical or hands-on experience and interaction. This can take the form of group discussions, role play, problem solving and simulations or experiments. This style of learning encourages participation and gives the opportunity for students to ask questions and develop their critical thinking skills. Interactive learning also provides the forum for immediate feedback which helps learners identify areas for improvement, and build on their strengths and weaknesses.

Interactive Learning Trends

There were numerous trends in learning predicted this year but some interactive learning trends to have on your radar include growth in the following areas:

• Gamification – this is the use of games within learning with the purpose of increasing motivation and engagement, giving learners the opportunity to earn points or complete levels within a game to achieve targets and rewards. It brings a social aspect to learning which can be shared with friends and peers. Studies show that 80% of US workers find game-based learning more engaging and enjoyable than traditional methods.
• Artificial Intelligence (AI) – AI is changing learning by offering a more personalized approach. While it is still in its infancy, educators are exploring how they can make better use of AI powered resources and tools to help students improve and hone their skills, and also how bots can be used to give instant feedback.
• VR / AR technology – both VR & AR can be used to create highly engaging and immersive learning experiences. Virtual and augmented reality can provide an interactive environment with the simulation of real-life scenarios to enhance practical learning.
• Nanolearning – this is a type of learning designed to provide learners with short, concise programs on a given topic without interacting with a physical instructor. Using electronic media such as quick tutorials, short videos and infographics, Nanolearning can help focus on particular areas or subjects and deliver a higher level of engagement thanks to its shorter duration.
• Collaborative learning – peer-to-peer learning and group work has become popular in recent years and promotes teamwork, problem solving and communication skills. By using collaborative learning smaller groups of learners can work together on an activity or project and share tasks to achieve a common goal.
• Blended or hybrid learning – this type of learning has seen the greatest growth over recent years and provides the flexibility to learn either face-to-face in person or online – with sometimes a mix of both approaches. The type of learning can be undertaken either independently or facilitated using dedicated hybrid learning technology.

Getting started with interactive learning technology

Technology plays a critical role in interactive learning and enables students to experience learning in a way that hasn’t previously been possible. It opens up a new broad spectrum of opportunities with innovative new ways to learn in a more flexible and personalized way.

For effective interactive learning there are several key components that are required:

1. Hardware – at least some sort of hardware is required for interactive learning whether that’s a computer, tablet or mobile, this enables students to undertake the learning and access course materials
2. Software – software applications are used to provide content and learning experiences online. This may come in the form of learning management systems (LMS), virtual classrooms, multimedia and video content.
3. Content – all types of content are relevant with interactive learning as it helps bring a subject to life and create an interactive learning experience. This can include videos, animations, quizzes, podcasts, and e-books. A mix of different types of multimedia content is often used to make learning engaging, interactive and memorable.
4. Connectivity – to participate effectively learners need to be able to access course materials easily, and communicate with other students and the instructor. To help with this it’s key to have a reliable internet connection to facilitate learning.
5. User Interface – technology should be easy to use and navigate and have an intuitive interface that enables users to find things quickly, communicate with others, access materials when needed, and ultimately help them learn.
6. Data analytics – tracking learner engagement, participation and progress is key with any type of learning. Technology that supports interactive learning will often have an integrated form of data analytics or module giving access to the organization or trainer to make decisions and give valuable insight.

Students who learn using interactive learning methods enjoy the flexibility and personalized approach but with the support of technology can also experience benefits that include:

Content – access to new content and course materials from anywhere in the world. With technology now more accessibility across a range of devices learners have the flexibility and freedom to absorb valuable information and experience from diverse perspectives from any location.

Personalization – with the evolution of technology new solutions and programmes are now available to provide a more personalized learning journey. This can support the needs of individual students and alongside learning data and statistics can help manage the pace of learning and track learner progress.

Collaboration – technology provides a forum to share knowledge and ideas in real-time regardless of location whether it’s via online forums, video conferencing or virtual classrooms. This opens up a new breadth of learning experiences and provides the invaluable opportunity for collaboration with peers and teaching professionals globally.

Feedback and assessment – using technology with interactive learning helps provide instant feedback to quickly identify areas for improvement and development. Using technology for assessment can also help instructors monitor and track learner progress and identify areas of difficulty to provide further support.

X2O Bridges the Gap Between Traditional and Interactive Learning

Finding ways to bridge the gap between traditional and interactive learning can be difficult as each approach brings its own strengths and weaknesses. By creating a blended learning experience that uses technology learners can benefit from the collaborative approach of interactive learning but enjoy the benefit of face-to-face learning too.

X2O Media provides a blended learning approach with its X2O OneRoom solution which provides an immersive training and learning environment for students globally.

OneRoom is equipped with a full scope of technology, including dedicated cameras, high-definition audio, and collaboration tools giving each learner their own dedicated seat regardless of whether they are in the physical room or joining remotely.

The solution’s intelligent breakout groups and poll features enable effective collaboration, and its intuitive user interface allows attendees to participate and engage with each other. With a dedicated content repository and ability to share a broad range of content participants have the freedom to learn using a variety of types of tools.

Get in touch if you would like to discuss how OneRoom can provide an innovative and interactive way to deliver your learning and training.

Today’s workplace is built on collaboration with the goal to bring people across organizations, departments and regions to share ideas, knowledge and expertise working in a coordinated way to achieve a common goal or objective.

According to Zippia, 86% of employees in leadership positions blame lack of collaboration as the top reason for workplace failures. Forbes highlights companies who promote collaborative working are “five times more likely to be high performing” — so it’s imperative to understand how to implement an effective collaboration process to drive a collaborative workforce.

How to Implement an Effective Collaboration Process

Implementing an effective collaboration process requires support and commitment from stakeholders from across the organization, and it can take time and effort to establish the process.

Below we have summarized several key steps on how to implement a collaboration process:

Set clear objectives and outcomes
An effective collaboration process starts with clear goals and a vision of what needs to be achieved. The beginning of the process should involve getting everyone on board with these objectives, as well as agreement to ensure everyone is working toward the same shared goal.

Build strong communication and better relationships
Communication is the key to effective collaboration. By demonstrating effective listening skills, sharing ideas, showing empathy and understanding and supporting other workers you can build trust and develop better working relationships.

Encouraging diversity and inclusion
A diverse team with differing views and perspectives can provide valuable insight and knowledge. This brings a different dynamic to the collaboration process and overall outcome.

Support flexibility
Effective collaboration processes need to be flexible to the changing needs of an organization. Employees need to be responsive to the evolving business landscape, adapting to new demands and requests as well as being open to new ideas and feedback that could impact their work and the longer term goal.

Use the right tools & technology
There is a wide scope of tools and technology available to encourage and support collaborative working, communication and coordination. Various factors to consider when choosing the best ones include understanding their compatibility with existing systems, user-friendliness, security, scalability and costs.

Why is Collaboration Important in the Workplace?

Collaboration in the workplace is crucial from an organization’s perspective to help grow and innovate, but it also allows employees to share their ideas, expertise and talent. Create an environment where employees can learn from each other, feel fulfilled and perform better. Other benefits of collaboration include:

Increased productivity – effective collaboration can help increase productivity across the business, and bring disparate teams together to solve problems combining their knowledge and resources to achieve a common goal

Positive team culture – creating a sense of team building by working together can help build trust across teams and establish a sense of belonging which in turn increases productivity, employee engagement and retention

Enhanced creativity – providing the time and space for collaboration can help employees think outside of the box, develop their critical thinking skills and establish different approaches to problem solving. Not only that but by sharing ideas and embracing different perspectives the collaboration process can help foster innovation and creativity in the workplace.

Common Pitfalls When Creating a Collaborative Workplace

While there are many benefits to establishing a collaborative approach in the workplace, there are drawbacks that can develop. Awareness of how to overcome these challenges is useful to maintain a productive working environment.

Conflict and miscommunication
When there is a team working together collaboratively from different departments or functions, there can be conflicting priorities and focus, which can make aligning toward a shared goal difficult — or even impossible. Coupled with misunderstandings or inconsistent communication, this can have a detrimental effect on the collaboration process causing disengagement and withdrawal.

Lack of clear goals
A clear direction and goal should be established from the beginning. This will ensure everyone buys into the approach and is working toward the same goal, avoiding wasted time and effort. Without a clear goal there is no purpose or focus and this will have a negative impact on productivity.

Resistance to change
With change brings opportunity but also fear of the unknown. If there is a lack of trust or confidence, along with poor communication, there will be an uncertainty and reluctance to take part or contribute. It’s worthwhile anticipating these signals and proactively implementing strategies in advance to avoid them.

Individual contributions vs team collaboration
Both approaches are important to achieve success. But it’s important to understand which situation or project requires the power and effectiveness of individual work, versus the leveraged power of a team to achieve a vision or goal. When working collaboratively, both approaches can work — but you need to be able to identify which strategy is appropriate and delivers the most value.

Continuous evaluation
There needs to be an opportunity for feedback in a collaboration process and a way of tracking progress. This evaluation can help identify barriers, areas for improvement, growth or even a change in direction if needed.

Remote teams and virtual meetings
With the shift to more disparate teams, remote working and virtual meetings are now more prevalent as a way to collaborate. While they can be effective, they also bring challenges, such as limited communication and lack of opportunities to build rapport and establish trust. Using a solution that supports face to face interaction and shared collaboration tools can help alleviate these concerns and, with the right solution, increase productivity and enhance communication.

Collaboration Rooms from X2O

Collaboration spaces are flexible environments where workers can come together and connect, communicate and collaborate efficiently and effectively from any location.

At X2O Media we offer a unique approach to collaboration with X2O OneRoom. OneRoom brings people together whether they are physically in a room, or joining remotely to connect and collaborate in an immersive space. The benefit of OneRoom is it offers an equal experience for all participants, and provides a space for dynamic interactions regardless of location or time zone. With its integrated collaboration tools including polls and breakout groups, workers can collaborate in real-time in a productive, engaging space.

If you would like to find out more about how X2O OneRoom could support the collaboration process in your organization please get in touch.