What is blended learning?

17 Sep

Blended learning refers to an instructional approach that combines traditional in-person learning with digital or online learning experiences. This method allows learners to benefit from the best of both worlds: the personal interaction and support of face-to-face instruction, alongside the flexibility and accessibility of online learning. In a blended learning model, digital tools can be used for a wide range of activities, such as delivering lectures, providing resources, or enabling collaboration, while in-person sessions are focused on discussion, application, or hands-on activities.

Blended learning is a highly adaptable approach that can be tailored to suit different learning needs, environments, and industries. It’s increasingly popular in corporate Learning & Development (L&D) because it supports various learning styles, facilitates remote training, and allows for personalised learning paths.

Why is blended learning relevant to L&D?

Blended learning is particularly relevant to Learning & Development because it offers a scalable, flexible, and cost-effective way to train employees. As workplaces become more dispersed and roles more specialised, a blended learning approach helps organisations reach employees wherever they are while maintaining the advantages of face-to-face interaction for activities like collaboration, problem-solving, and team-building.

In the L&D context, blended learning supports:

Flexibility: Employees can complete parts of their learning online at their own pace, reducing the time needed away from their daily responsibilities.
Cost-efficiency: Blended learning can reduce travel and facility costs by shifting some training activities to digital platforms.
Tailored learning paths: L&D professionals can design learning experiences that mix online modules with in-person workshops, customised to individual learning needs and roles.
Employee engagement: By offering varied formats (e-learning, live training, virtual workshops), blended learning helps keep employees engaged and motivated.

Examples of blended learning in learning and development

Sales Training: A sales team might participate in an online learning module covering product knowledge and negotiation techniques, followed by an in-person role-playing workshop to practise these skills with their peers.
Leadership Development: An organisation may offer its leadership team a combination of online webinars, e-learning modules, and face-to-face workshops to build key management and communication skills.
Onboarding Programmes: For new hires, a blended learning approach could involve self-paced online courses to cover company policies and procedures, paired with in-person orientation days or shadowing sessions.
Compliance Training: Employees in industries such as healthcare or finance can complete online modules for mandatory compliance topics (e.g., data protection), followed by in-person assessments or discussions on how these regulations apply to their daily tasks.
Product Launch Training: When launching a new product, companies might use e-learning modules for product details and features, followed by live demonstrations or in-person workshops to show employees how to present the product to customers.

Best practices for blended learning

Balance online and in-person elements: Ensure that the digital and face-to-face components complement each other rather than duplicate efforts. Online learning can provide foundational knowledge, while in-person sessions can focus on application and interaction.
Use technology to enhance, not replace: The technology in blended learning should support and enhance learning, not overshadow the importance of human interaction where it’s needed.
Monitor learner progress: Track participation and performance through the online portion of the programme to adjust in-person sessions as necessary.
Incorporate various learning styles: Include a mix of visual, auditory, and kinaesthetic elements in both online and face-to-face sessions to cater to different learning preferences.
Engage learners in both settings: Use interactive online elements like quizzes, forums, or simulations to keep learners engaged, and design in-person sessions to be highly participatory.

Benefits of blended learning

Blended learning provides a number of benefits for organisations. One of the most significant is flexibility, as it allows employees to learn at their own pace and fit training around their work schedules. It also provides greater reach by enabling remote or geographically dispersed teams to access the same high-quality training. The combination of online and in-person learning helps reinforce key concepts, increasing retention. Additionally, blended learning can lead to cost savings by reducing the need for extensive in-person training sessions, travel, and accommodation.

Common challenges for blended learning

Technological barriers: Not all employees may have equal access to technology, which could impact their ability to participate in online elements.
Engagement gaps: Some learners may struggle to stay engaged during the online portion if it is not interactive or varied enough.
Integration of learning formats: It can be challenging to ensure that online and in-person components are well-coordinated and build upon one another, rather than feeling disconnected.
Instructor preparation: Facilitators may need additional training to effectively balance online and in-person instruction.
Time management: Learners may find it difficult to balance their job responsibilities with self-paced online learning modules if time is not effectively managed.

What does blended learning mean for frontline teams?

Blended learning can be especially beneficial for organisations with large frontline teams, such as in retail, customer service, healthcare, or field operations. Frontline workers often face challenges with scheduling and location, making traditional, in-person training difficult to organise. Through blended learning, organisations can offer essential online learning modules that employees can complete at their convenience, while in-person sessions can be reserved for skills that require hands-on practice or group interaction.

For example, a retail company might train staff on customer service techniques through online videos and quizzes, followed by in-person workshops that allow them to practise handling customer scenarios. In healthcare, blended learning could be used for continuous professional development, with theoretical content delivered online and practical skills honed in-person.

How does blended learning support learning needs?

Blended learning supports a wide range of learning needs by providing flexibility and catering to different learning preferences. For self-directed learners, the online components of blended learning allow them to work through materials at their own pace. For those who thrive on interaction and real-time feedback, in-person sessions provide opportunities to collaborate, practise skills, and receive guidance from trainers or peers.

Additionally, blended learning allows L&D professionals to personalise learning paths based on the needs of different roles or employees. For example, an employee who already has a strong understanding of a topic might only need the online portion, while another employee could benefit from more in-depth, face-to-face sessions.

Blended learning FAQs

How does blended learning differ from e-learning?

Blended learning combines both online and in-person instruction, while e-learning refers exclusively to training delivered through digital platforms. Blended learning provides a mix of flexibility from online courses and interaction through in-person sessions.

What types of technology are used in blended learning?

Blended learning can use a variety of technologies, including Learning Management Systems (LMS), video conferencing tools, e-learning modules, mobile apps, and collaboration platforms like discussion forums or online chat.

How do you measure success in a blended learning programme?

Success in blended learning can be measured through course completion rates, assessments, learner feedback, and the practical application of skills in the workplace. Tracking online activity and attendance in in-person sessions helps gauge engagement.

Can blended learning be used for all types of training?

Blended learning is suitable for a wide range of training, including soft skills, technical skills, onboarding, compliance, and leadership development. However, it may be less appropriate for purely hands-on training that requires continuous physical interaction.

How do you keep learners engaged in both online and in-person components?

To keep learners engaged, it's important to include interactive elements in both formats. Online modules can use quizzes, simulations, or video content, while in-person sessions should involve discussions, role-playing, and group activities.

Key takeaways

Blended learning combines online and in-person training to create a flexible and scalable learning experience.
It supports different learning preferences, offering both self-paced online learning and interactive face-to-face sessions.
Blended learning can improve engagement and retention by allowing learners to apply what they’ve learned in-person after completing online modules.
This approach is particularly beneficial for frontline teams that need flexible, accessible training solutions.
Common challenges include balancing online and in-person elements, ensuring technology access, and keeping learners engaged throughout the process.