The steady proliferation of new technologies, the desire for innovation in the learning experience, and the need to control costs have put a spotlight on blended learning models. But what is blended learning, and how can organizations leverage it?
In this blog, we will discuss what blended learning is, review its characteristics and models, examine its benefits and challenges, and summarize key considerations for creating blended courses.
Blended learning is defined as a teaching method where both face-to-face and technology-mediated instruction are used to deliver education and learning opportunities.
Key takeaways
- Blended learning combines flexibility with human interaction
Blended learning integrates face-to-face instruction with online learning, giving learners the flexibility to learn remotely while still benefiting from collaboration, discussion, and instructor support. - Successful blended learning uses both synchronous and asynchronous methods
Effective programs balance real-time experiences like classroom sessions or live virtual training with self-paced learning activities such as online modules, videos, and assessments. - There is no one-size-fits-all blended learning model
Organizations can choose from several models, including flipped classrooms, rotational learning, flex learning, and hybrid learning, depending on learner needs, goals, and available resources. - Blended learning improves engagement, accessibility, and cost efficiency
Key benefits include personalized learning experiences, stronger collaboration among distributed teams, better knowledge retention, and reduced training costs compared to fully instructor-led programs. - Technology and thoughtful course design are critical to success
Organizations must carefully align learning goals, technology platforms, schedules, and assessments to create effective blended learning experiences. Strong planning, digital accessibility, and learner support are essential for long-term success.
What is blended learning?
Blended learning combines traditional face-to-face instruction with digital learning experiences, allowing learners to engage with course materials in person and online. It is sometimes called hybrid learning or mixed-mode learning.
Students do not have to be physically in the same location during the digital portions of these educational experiences. They may, however, interact online through collaboration tools, learning platforms, or virtual communities.
For example, a blended learning course might combine students’ conventional classroom participation with self-paced online components completed outside of scheduled sessions.
Macro Connect found that 82 percent of students prefer blended learning over classroom instruction alone.
Characteristics
Whether you are designing a new blended learning course or modernizing an existing one, blended learning incorporates both synchronous and asynchronous learning methods.
What is Synchronous Learning? Synchronous learning is an instructional method where the instructor and students engage with the course content — and each other — at the same time, either from the same or different locations.
What is Asynchronous Learning? Asynchronous learning allows students to engage with course content at their own pace and from different locations.
A blended learning format or program typically includes a combination of the following synchronous and asynchronous learning methods:
Classroom learning: Often referred to as instructor-led training (ILT), classroom learning remains one of the most widely used training methods today. While it can be more costly and time-consuming than online learning — and may require employees to spend extended time away from their day-to-day responsibilities — it also creates opportunities for collaboration, hands-on practice, and real-time discussion. Classroom instruction can be strengthened with interactive exercises, group activities, and peer learning opportunities.
Virtual Instructor-Led Training (VILT): Another form of synchronous learning, VILT uses live video conferencing to deliver many of the same benefits as classroom learning while reducing time away from the office. Well-structured VILT sessions often include discussions, breakout activities, and collaborative exercises to improve engagement and knowledge retention.
Online self-paced learning: With self-paced, asynchronous learning, learners can complete training on their own schedule. This method works well for microlearning to introduce new concepts and reinforce prior training. Online learning can be supported with textbooks, video content, and interactive online assessments.
Experiential learning: A learning process where students “learn by doing” and by reflecting on the experience. Experiential learning activities include hands-on laboratory experiments, internships, practicums, field exercises, study abroad, undergraduate research, and studio performances.
Blended learning models
There are many blended learning models, and the effectiveness of each depends on the audience, subject matter, students’ geographic location, desired outcomes, and more.
Flipped classroom model: The flipped classroom model or flipped curriculum method combines in-person classroom engagement with independent online learning. Learners review videos, podcasts, or other digital resources before attending class-based tutorials or seminars focused on collaboration, discussion, and practical application.
Blended block model: Also known as the programme flow model, the blended block model organizes learning into “blocks” of both face-to-face instruction and online study. For example, learners in differing locations may attend full-time, intensive in-person sessions followed by weeks of online collaboration and self-paced coursework, with a final block of face-to-face learning or group presentations.
Fully online blended model: This model combines synchronous virtual sessions, such as live online classes, with asynchronous learning activities such as discussion boards and independent coursework.
Rotational learning: In the rotational model, learners rotate between different learning stations or activities on a fixed schedule during class time. This may include classroom instruction, online learning stations, and collaborative group work.
Flex model: Flexible learning emphasizes online instruction while allowing learners to control the pace and path of their learning. Instructors act primarily as coaches or facilitators, providing guidance and support when needed.
Self-blend model: The self-blend model allows learners to supplement traditional training with additional online courses aligned with their interests or professional goals. For example, an employee may complete required workplace training while independently taking an online leadership or data analytics course to expand their skill set.
Hybrid learning: Hybrid learning combines traditional classroom instruction with online learning experiences, allowing learners to participate both in person and remotely, depending on the course structure.
Regardless of the model used, successful blended learning programs intentionally connect online and face-to-face experiences to support the same learning outcomes.
While digital learning continues to grow in popularity, many students still value in-person classroom interaction, which contributes to the effectiveness of blended learning.
Benefits of blended learning
Blended learning provides benefits for both learners and organizations by combining the flexibility of digital learning with the collaboration and engagement of in-person instruction.
Some of the key benefits of blended learning include:
- Greater flexibility for learners with less time away from the office
- Increased collaboration between remote or distributed teams
- Improved engagement through varied learning activities
- Personalized learning experiences and pacing
- Enhanced knowledge retention
- Increased accessibility to learning resources
- More cost-effective training compared to fully instructor-led programs
Digital learning platforms can additionally help organizations track learner progress in real time, allowing instructors or managers to identify learning gaps and provide support more quickly.
These benefits have contributed to the growing popularity of blended learning. According to the Center for Digital Education, blended learning is popular among 73 percent of educators.
Challenges of blended training
While blended learning offers many advantages, organizations may also face challenges implementing this type of training program.
More planning and preparation: Creating effective blended learning experiences requires significant upfront planning. Instructors and course designers must thoughtfully connect online and in-person activities to support learning objectives.
Technology and accessibility barriers: Successful blended learning depends on access to reliable internet connections, devices, and digital platforms. Limited access to technology can create challenges for some learners.
Learner participation and self-motivation: Because blended learning often includes self-paced components, some learners may struggle with time management, participation, or motivation without clear expectations and ongoing communication.
Technology learning curve: Learning how to use new platforms and troubleshooting technical issues can be time-consuming for both learners and instructors, particularly during the early stages of implementation.
Screen fatigue: Relying too heavily on digital learning can lead to screen fatigue and disengagement if online and offline activities are not balanced effectively.
The good news is that once organizations establish blended learning templates, workflows, and best practices, it becomes much easier to create, scale, and improve future programs.
A study conducted by the Financial Times found that three-quarters of organizations’ executive courses are now taking place at least 50 percent online.
How to create a blended learning program
When creating a blended learning program, consider the following steps to ensure a well-structured and engaging learning experience.
Define learning goals: Start by developing learner-centered outcomes. These goals will influence the content, delivery methods, assessments, and the balance between online and in-person learning activities.
Choose a blended learning model: Select a blended learning model that aligns with your organization’s goals, learners, and available resources. When choosing an approach, consider factors such as budget, staffing, and training resources, the level of flexibility and support learners may require, and the digital tools and platforms available.
Build structured learning paths: Break complex topics into smaller, more manageable learning steps and create a clear sequence of courses, activities, and resources that guide learners toward the desired outcomes. Structure your program so that learners gain foundational knowledge before moving to more advanced concepts.
Create a clear schedule and outline: Blended learning requires strong time management and self-directed learning skills. Provide learners with a syllabus or outline and schedule for each course that clearly explains when and where learning activities will take place and what expectations they need to meet. The online and in-person delivery methods must work together and complement one another.
Incorporate assessments and progress tracking: Use quizzes, knowledge checks, discussions, summaries, and other assessments to monitor learner progress and reinforce key concepts.
Choose the right technology: According to Discovery Education, successful blended learning programs often rely on tools such as:
- Learning management systems (LMS)
- Collaboration and communication tools
- Digital content platforms
- Assessment and feedback tools
- Mobile-friendly learning resources
It is important to choose technology that aligns with both learner needs and course objectives.
Best practices
Organizations can improve blended learning outcomes by following several best practices.
Balance online and in-person learning: Online and face-to-face activities should complement one another rather than function as separate experiences. Effective blended learning requires more than simply adding online modules to an existing course. Each component should be intentionally designed so that online and in-person learning experiences support the same objectives.
Consider learning preferences: Keep your learners’ preferences in mind when developing a blended learning strategy. Some may prefer video-based learning, while others benefit more from written resources or interactive activities. Providing multiple learning formats can improve accessibility and participation.
Establish clear routines and expectations: Successful blended learning programs rely on clear processes and expectations. Learners should understand how to access course materials, complete assessments, and ask for support when needed. Establishing consistent routines can help reduce confusion and improve participation.
Encourage group collaboration: Self-paced learning has many advantages, but peer interaction brings many benefits as well. Discussion groups, collaborative projects, and virtual chat rooms can help improve engagement and knowledge sharing.
Evaluate technology used: Consider how learning technologies might be used for course lesson sharing, group work, peer evaluation, question assistance, and so on. Ensure the technology you choose is appropriate for learners’ skill levels and aligned with course goals. Many learners also access content on smartphones and tablets, making mobile-friendly course design increasingly important.
Pilot test the program: Before launching a blended learning program broadly, organizations may benefit from testing it with a smaller group of learners. Gathering feedback early can help identify gaps, improve the learner experience, and refine course design before full implementation.
Blended learning with technology
When implementing a blended learning program, selecting the right technology and addressing potential technical challenges are essential for creating an effective learning environment.
The following obstacles and suggestions were identified in a recent study on teacher perceptions conducted by Athabasca University and the Commonwealth of Learning.
Access to technology: Organizations should determine whether learners have reliable internet access, compatible devices, and sufficient bandwidth to participate fully in online learning activities. They should also confirm whether learners have consistent access to devices such as laptops or smartphones.
Course design: Effective blended learning requires intentionally combining online and in-person learning experiences to support meaningful engagement while adhering to pedagogical and instructional design principles.
Safety and security: Organizations should establish cybersecurity practices and safeguards to help protect against academic dishonesty, unethical learning methods, identity theft, data breaches, and online harassment.
Skill development, support, and training: Both learners and instructors need strong digital literacy skills to navigate online learning tools and platforms effectively.
Mobility: In today’s learning environment, blended learning programs should support access across desktops, tablets, and smartphones, so learners can access content when and where it is most convenient. According to a Skillsoft survey, 72 percent of participants reported increased engagement with mobile learning.
Blended learning can support a wide range of organizational goals, including employee onboarding, product training, compliance education, and sales enablement.
Greater demand for blended training
As digital tools and flexible work environments become more common, demand for blended learning continues to grow. Increased technology adoption, cost considerations, and the desire for greater flexibility have all contributed to its popularity.
A study conducted by the Financial Times found that three-quarters of organizations’ executive courses are now taking place at least 50 percent online.
At the same time, participant interaction and collaboration remain important. The Chief Learning Officers surveyed by the Financial Times reported that two-thirds of courses this year would be taught online synchronously, using blended online and in-person teaching.
Blended learning is not just for busy executives. It can be used for training and onboarding new employees, providing product training and enabling sales.
Another survey on the U.S. training industry found that small and midsize companies increasingly relied on blended learning techniques in 2021.
According to the survey:
- 43 percent of hours were delivered via blended learning techniques, up from 33 percent the previous year
- Virtual classroom and webcasting accounted for 37 percent of training hours delivered
- Online or computer-based technologies accounted for 34 percent
- 30 percent of training hours were still delivered by instructors in classroom settings
- 15 percent of respondents used blended learning exclusively or primarily
Lynda.com found that smartphone users completed courses an average of 45 percent faster than those who took the modules on their computers.
Using LEAi
To help course creators develop optimized learning content, we created LEAi — an AI-enabled tool that helps teams create content for both online learning and instructor-led training (ILT).
You don’t have to be a learning and development (L&D) specialist to use LEAi. Our tool makes it easy for teams from HR to sales enablement to convert existing content into blended learning materials in minutes.
Key benefits of LEAi include:
- Automatically creating training content from existing organizational materials
- Guidance based on learning best practices from our LearnAdvisor
- Fast updates to existing courses with auto-update functionality
- Translations of content into multiple languages
- Easy repurposing of content across modules and delivery formats
- One-click microlearning creation
- Support for multiple learning delivery methods
If you are converting an existing ILT course or looking to develop new blended learning programs, LEAi can help you accelerate the process — reach out to us!
FAQs
What is the difference between blended learning and hybrid learning?
Blended learning and hybrid learning are closely related terms that both combine online and in-person instruction. In many cases, the terms are used interchangeably.
However, blended learning often emphasizes the intentional integration of digital and face-to-face activities. In some cases, hybrid learning refers to environments where participants join either remotely or in person simultaneously.
Traditional learning vs blended learning
Feature | Traditional Learning | Blended Learning |
Delivery style | In-person only | Online and in-person |
Flexibility | Limited | High |
Technology use | Varies | Extensive |
Learning pace | Fixed | More personalized |
Collaboration | Face-to-face only | Online and in-person |
Accessibility | Location dependent | Accessible from multiple locations |
Synchronous learning vs asynchronous learning
Feature | Synchronous Learning | Asynchronous Learning |
Timing | Real-time | Self-paced |
Interaction | Live | Flexible |
Examples | Live classes, webinars | Recorded videos, discussion boards |
Flexibility | Lower | Higher |
Best for | Collaboration and discussion | Independent learning and reflection |
