Blended learning: successfully combining diverse forms of learning
Mango or orange, online or on site? As with breakfast smoothies, you don't have to choose between traditional and digital learning when it comes to training. Our working world is on the move: The boundaries between digital and physical are blurring, the "9-to-5 world" has been turned on its head, and "hybrid" has taken on a new meaning. Companies need to define what the future of work will look like - and what skills their employees should bring to the table. Blended learning works like the cool "power blender" from Vitamix & Co. and mixes the best of both worlds: no compromises, just customized power for your knowledge success.
What is blended learning?
Blended learning combines digital and traditional teaching methods to create a flexible learning scenario - whether as a mixture of digital self-study units and moderated face-to-face sessions or purely digital. The clever combination of learning formats creates a target group-specific learning experience that anchors knowledge sustainably and promotes the long-term development of skills and competencies.
Blended learning is therefore an extremely effective approach for HR developers who want to design training strategies flexibly and in line with requirements.
Blended learning: an important role among forms of learning
Which forms of learning will play a central role in corporate learning over the next three years? The results of the current "mmb Learning Delphi" trend study, in which experts are surveyed annually on the development of digital learning, show that Blended learning continues to be one of the top forms of learning, with 83 percent in favor.
This year, AI-supported formats such as chatbots/learning assistants are at the top for the first time, followed by video tutorials and microlearning/learning nuggets. The trend shows: While individualized, AI-supported forms of learning are becoming increasingly important, blended learning remains relevant as a proven method - especially where personal exchange and practical exercises are crucial.
Advantages of blended learning for companies: When does the method make sense?
Neither pure classroom training nor exclusively digital learning formats meet all the requirements of modern in-company training. Blended learning, on the other hand, enables particularly sustainable learning concepts. The synchronous elements of classroom training are combined with the advantages of an asynchronous approach that enables self-directed and flexible learning in the digital space. These are the most important advantages of blended learning:
Flexibility meets efficiency
Blended learning cleverly combines different forms of learning, usually online and face-to-face learning. Employees can work on the basics digitally and at their own pace. On-site time is used optimally - for in-depth questions, practical exercises and discussions.
Cost savings and efficient use of resources
Fewer face-to-face events mean lower expenses for travel, accommodation and learning rooms. Digital blended learning formats integrate smoothly into everyday working life, minimize downtime and ensure optimal use of resources - cost-efficient training without compromising on quality.
Modular individualization
Thanks to the modular structure, blended learning concepts can be easily adapted. A digital module before classroom training can be replaced or expanded depending on the participants' previous experience. This saves time and budget - a clear advantage for learning designers and companies.
Scalability within the company
Blended learning formats can be rolled out effortlessly throughout the company. This allows you to reach all employees and effectively support change. The combination of digital and face-to-face ensures a consistent learning experience - regardless of location or department.
Improved learning outcomes and engagement
Blended learning scores highly thanks to the mixture of different methods, which increases motivation to learn and anchors knowledge in the long term. A major advantage: every can learn at their own pace, as content is flexibly available for retrieval and can be repeated - ideal for complex topics or individual learning needs. Studies such as the mmb trend monitor show: Blended learning leads the way in terms of learning success.
Promoting cooperation and social learning
Blended learning creates space for collaboration and social exchange. During the attendance phases, participants have the opportunity to share experiences and work together on projects. Modern learning platforms ensure that the dialog continues between appointments. This not only strengthens the transfer of knowledge, but also the team spirit and corporate culture.
Reality check: typical challenges of blended learning
Employees often encounter specific problems in their day-to-day business with face-to-face and online events:
- Regular face-to-face events can lead to attendees developing knowledge gaps due to other commitments, especially in large groups.
- The purely digital world, on the other hand, poses challenges such as self-management and time management, a lack of personal contact and a lack of social interaction.
A successful learning strategy must take these aspects into account in order to achieve optimum results. It's all about the right mix!
Blended learning in comparison: e-learning vs. classroom training
To better understand the strengths of blended learning, it is worth taking a look at the differences between pure e-learning formats and traditional classroom training.
When is which format suitable?
Choosing the right format depends on your learning objectives, target group and available resources. The following overview will help you decide:
Pure e-learning is recommended for:
- standardized knowledge transfer (e.g. compliance training)
- Large, geographically distributed teams
- Self-learners with a high level of digital competence
Classic classroom training is suitable for:
- complex, practice-intensive topics (e.g. conflict management)
- building trust and creating a team dynamic
- Target groups with a low digital affinity
Blended learning is the ideal choice for:
- long-term skills development (e.g. management training)
- Hybrid working models
- Topics that combine theory and practice (e.g. change management, project management)
Blended learning formats: The right ingredients for your learning mix
For the ideal learning cocktail, blended learning offers a wide selection of formats that Learners can combine flexibly:
- Online ingredients: E-learnings, microlearnings, live online trainings, live webinars, virtual classrooms, audio podcasts
- Presence ingredients: Workshops, seminars, on-site trainings
- Accompanying ingredients: Worksheets, mentoring, peer learning, individual coaching
Blended learning practical examples: Varied and practical learning
In the management development for example, blended learning enables continuous learning in a minimum of time. In onboarding, familiarization days and digital learning content can be perfectly combined to give new employees a successful start. The mix is also suitable for new skills such as AI.
Developing a blended learning concept: 7 steps to successful implementation
A structured approach helps to take all important aspects into account and develop a sustainable learning concept. The following seven steps will guide you from goal setting to continuous optimization:
1. setting goals: A clear definition of goals, both at company and course level, is the starting point for any blended learning strategy. This is because learning can only become a continuous process if company objectives and individual learning objectives are linked.
2. create a concept: A clear concept defines the structure of the learning phases and ensures transparency in the learning objectives. The following questions will help:
- Which content is suitable for digital teaching and which should trainers adopt?
- Which blended learning model suits the objectives?
- What is the optimum phase length?
3. design a blended learning scenario: The selection and combination of different formats are based on the target group and the topic. It is important to take into account the maturity level of the learners and to make abstract content varied. Traditional workshops and e-learning can be supplemented in a variety of exciting ways, for example with webinars, podcasts or knowledge tests.
4. integrate groups and collaboration: Social learning in the form of group tasks and learning communities promotes exchange, collaboration and learning from each other. These interactions strengthen the learning process and the motivation of the attendees.
5. develop communication and feedback guidelines: Clear communication channels and feedback processes promote exchange and support the transfer of learning. The training of trainers and tutors is crucial to ensure the successful implementation of the blended learning strategy.
6. provide digital learning modules: The provision of digital learning content via a central learning platform enables flexible and needs-based learning. Targeted impulses and scenarios support the transfer into practice.
7. check learning progress: The integration of skills and knowledge tests enables active repetition and promotes learning progress. The insights gained from the tests should flow directly into the blended learning strategy in order to support personalized learning.
How to get started: Learning nuggets for implementing blended learning
An effective approach for implementing blended learning is the use of learning nuggets. These small, versatile learning modules enable the flexible and efficient design of customized blended learning. Learning nuggets can be used to adapt learning content to new requirements, and ready-made modules enable the rapid creation of customized formats.
Blended learning skills: What Learners and teachers should bring with them
In order for the mix to succeed, certain skills are required from those involved. Learners and teachers bring their own skills to make the learning process successful:
- Learners are required to contribute the right amount of self-motivation and time management. They need digital skills in order to use the various formats effectively.
- Teachers take on the role of bartenders: They ensure that theory is put into practice, promote transfer through targeted exercises and support reflection - so that the mix has a lasting effect.
- Media competence is the common binder that connects all the ingredients, from virtual tools to interactive platforms.
Blended learning models: How to mix learning formats optimally
The skills mentioned above are the basis for combining the variety of formats into a coherent overall experience. Whether 50/50, purely digital or with a focus on presence: different models can make sense.
The following three models show how this flexibility can be implemented in practice:
1. the learning cocktail
This is a coordinated mix of self-learning and presence. For example, two short learning nuggets from the Leadership Kit prepare participants for key leadership skills, such as how team building works remotely or how to build security and trust in a team in a targeted manner. In a face-to-face workshop, the content is deepened in a practical way before moderated online discussions ensure a successful conclusion and e-learning is used for follow-up.
2. the rotation carousel
Presence and online learning alternate in a clear structure. Something like this: Managers start with an e-learning course on communication techniques. In the following week, what they have learned is put into practice in face-to-face training with role plays - a constant alternation between theory and practice.
3. the practice booster
Theory comes first, practice follows. Example: Participants work through the basics of conflict management independently using online materials. In the subsequent workshop, the focus is on practical exercises and case studies - this ensures that the learning process is effective and brings what has been learned directly into practice.
Successfully implementing blended learning: Making your managers fit for the future
Blended learning is not just an innovative learning strategy, but a colorful smoothie with numerous possibilities that focuses on the individual needs of employees. Getting started doesn't have to be complicated - start small, initiate pilot projects and incorporate learner feedback into the process.
The Haufe Akademie supports you in implementing blended learning strategically and efficiently. The Leadership Kit has been specially developed to optimally support your managers. As a pre-curated component of the Content Kit, it bundles microlearning on leadership topics, making the selection of suitable content for leadership development particularly effective.
With access to over 1,000 learning nuggets, you can create digital learning paths that are precisely tailored to the specific challenges and needs of your managers. In this way, you can provide targeted impetus to strengthen modern and future-oriented leadership.
Discover the Leadership Kit now
FAQ
What is blended learning?
Blended learning refers to the combination of digital learning formats (such as e-learning, webinars or learning nuggets) and face-to-face events (such as workshops or seminars). The aim is to combine the advantages of both forms of learning: Flexibility and self-direction in digital learning meet personal exchange and practical exercises in presence. This creates a holistic, sustainable learning experience.
What are the advantages of blended learning in the company?
Blended learning offers numerous advantages: It is cost-efficient (less travel and room costs), flexible (employees learn at their own pace), scalable (company-wide rollout possible) and sustainable (better learning outcomes thanks to varied methods). It also promotes collaboration and adapts to individual learning needs.
What examples of blended learning are there?
Blended learning can be used in many areas. In onboarding, companies combine digital induction modules with face-to-face get-to-know-you days. In leadership development, participants work on leadership basics via e-learning, deepen these in face-to-face workshops and then reflect in virtual peer groups. In compliance training, online modules teach the legal basics, while face-to-face training sessions run through complex case studies in a practical way. Product training courses also benefit from the mix: technical features are explained digitally and sales pitches are then practised on site in role plays.
What is the difference between blended learning and e-learning?
E-learning refers exclusively to digital learning - whether as a self-study course, webinar or online training. Learners usually work through the content on their own and at their own pace. Blended learning, on the other hand, combines e-learning with face-to-face elements (or synchronous online formats) to create an integrated concept. The decisive difference: blended learning makes targeted use of the strengths of both worlds - digital formats for flexible knowledge transfer, presence for exchange, practical exercises and consolidation. While e-learning is a form of learning, blended learning describes a learning strategy that combines different formats in a meaningful way.
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