SOLUTION

 

In order to create a clear picture of the conditions, we started with a current state analysis, where we examined, among other things, how the employees used and viewed technology and pedagogy. We then created a new internal definition of what education is and added a principle of hybrid pedagogy*. Together with FBA we set up common goals for the movement. Finally, we agreed on the most important changes that would need to happen to achieve our vision.

Over a period of two years, we developed and delivered a range of initiatives to support employees' transition to hybrid pedagogy. Our efforts were largely focused on encouraging experimentation and sharing of knowledge and best practices.

*Hybrid pedagogy is a method for creating learning based on the principle that learning can happen anywhere at any time. The focus is on adapting and using content, format, timing, technology, and pace in a flexible way based on the individual and the group needs and conditions. The aim is to achieve behavioral change in an integrated and relevant way.

The initiatives included organisational development activities, workshops, trainings, labs and advising to help employees create hybrid learning solutions. We also created a digital tool, the Hybrid Learning Guide, which guided and supported the employees on demand.

In the long-term work, we also developed a step in FBA's onboarding process for new employees, with a focus on hybrid pedagogy.

Lastly, we developed a digital tool together with the UN Challenges Forum International Secretariat to support leaders with peacekeeping missions.