Corporate training is moving into the era of digital learning, incorporating more and more eLearning. But face-to-face or instructor-led training (ILT) still plays a large role in educating employees, especially those in or moving into leadership positions.

That’s where the idea of blended learning takes the spotlight. A blended learning solution generally combines technology-based eLearning with ILT to get the best of both. 

ILT brings learners and instructors together in physical or virtual classrooms for synchronous learning. The technology-based portion of a blended learning solution is usually asynchronous and learner-directed, allowing individual learners to explore materials at their own pace, complete exercises, and participate in discussion forums.

Flip that classroom

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A “flipped classroom” is a popular blended learning solution. In this model, the traditional classroom teaching approach of an instructor presenting a lecture and assigning activities for learners to do on their own, is upended.

In the flipped classroom, learners prepare for class by watching a video lecture or reading preparatory materials. These materials can be located in your learning management system (LMS) as curated content or short eLearning courses, which learners can find with a simple search.

Then, in class, the instructor coaches learners through hands-on activities where they apply their learning.

In a corporate setting, the ILT or classroom portion might be virtual — a webinar or online small-group session.

Blended learning is flexible

Adopting a blended learning solution can look different in different situations. It might mean:

  • Bringing learners together to watch a demo and try doing a procedure — but only after they’ve learned the steps and demonstrated their knowledge in a game-based learning environment, a simulation, or using a microlearning app
  • An all-online learning experience where learners and the instructor meet in a virtual classroom or via chat periodically, and learners complete activities and assignments on their own schedule
  • An ILT experience is paired with a microlearning-based knowledge retention campaign to ensure long-term, deep learning
  • A learner is paired with a senior-level coach or mentor who provides direction, instruction, and feedback, but the learner completes projects, does research, and follows a gamified, personalized, self-directed eLearning plan in the LMS 

Benefits of a blended solution

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Blended learning enables learners to exercise some control: They can complete the asynchronous portions — activities, online readings, etc. — on their own time and at their own pace. If the LMS includes learning materials in different formats, learners can choose their preferred medium as well, whether text, video, audio, or multimedia. Offering these choices to learners can boost their engagement and improve learning retention.

A blended solution is less costly than a completely instructor-led approach to learning. Fewer hours of instructor time and fewer hours where all of the learners are away from their jobs add up to lower overall costs.

In addition, much learning material is consumed individually, and learners often complete activities alone or in small groups. The flexibility of doing so outside of scheduled classroom hours makes it more likely that busy workers will actually do the learning.

Many LMS platforms support blended learning solutions by offering enrollment management, personalized learning plans that ensure that each learner meets prerequisites, and tracking of learner progress. Some blended learning solutions reach beyond conventional eLearning courses and incorporate microlearning and other digital learning components into a blended learning solution. 

For example, adaptive training on a microlearning app might be used as pre-training, to introduce key concepts. A virtual or face-to-face classroom component might then explore ways to apply those concepts. The learning could then segue into a retention phase, again using ongoing microlearning to ensure that learners remember and apply their learning on the job. 

This offers learners a complete solution, where the instructor-led training focuses on ensuring that learners comprehend and can apply their learning, while digital tools facilitate the learning and retention process.

Poor Use with
Adult Learners
Effective with
Adult Learners


Simple games layered on top of content

Scenario-based games that use the content

Leaderboards, competition

Fan excessive competition among employees or teams by offering large prizes for top performers and/or shaming those with lower scores

Challenge employees to beat their own past performance, or design a leaderboard that shows each employee only the four scorers above and below them

Points, rewards, badges

Award points or levels for completing sections of training or playing for a set number of minutes

Award levels, badges or points for recalling or applying content correctly, demonstrating mastery

  • Remember — bookmark, google, link, search
  • Understand — annotate, Boolean search, journal, tweet
  • Apply — chart, display, execute, present, upload
  • Analyze — attribute, deconstruct, illustrate, mash, mind map
  • Evaluate — comment, editorialize, moderate, network, post
  • Create — blog, film, integrate, podcast, program, publish
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As Neovation's Manitoba Territory Manager, I'm continually reminded of the resiliency, innovation, and initiative of Manitoba’s business community. Seeing these budding entrepreneurs develop and present their business plans reinforces that Manitoba is a great place to do business.

– Gord Holmes

Comparison of the Three Levels of eLearning Content
Off-the-shelf subscription libraries
  • Saves development time - you don’t have to create any courses yourself.
  • Good fit for a limited budget.
  • Quick to set up and launch.
  • Access to hundreds of courses on a wide variety of topics.
  • Users cannot make any changes to the pre-existing content.
  • Users do not own any of the content.
  • An overwhelming amount of courses and a short time in which to complete the training can create a higher likelihood of users experiencing learner fatigue.
  • Learners may view content that isn’t relevant to their learning objectives.
  • Time and resources can be spent curating your content library to suit your learners.
Course customization
  • A premade course that is quick to set up and launch.
  • Customization options such as adding your logo, branding, choice of colors, or some fonts.
  • You do not own the content of the course.
  • You cannot make significant changes to the content of the course (e.g. adding your own images, data, or organization’s terminology).
  • You cannot make significant changes to the content of the course (e.g. adding your own images, data, or organization’s terminology).
Fully custom courses
  • Completely tailored to meet your organization's audience, needs, and strategies.
  • You have limitless creative potential.
  • You own the original content/IP.
  • Prevent learner fatigue through personalization.
  • You can change, personalize, and maintain the courses however you want and at your discretion.
  • More expensive - custom courses are a bigger investment for both time and resources.
  • Learners will not have access to as many course options as quickly as they would through a library subscription.
  • A professional eLearning development team should be assigned to this project - either hired in-house or contracted.
Pamela S. Hogle

An experienced writer, editor, tech writer, and blogger, Pam helps you make sense of learning science and eLearning technology. She provides information you can use to drive improvements in your training effectiveness and ROI.

Read more articles by Pamela S. Hogle