L&D leaders are seeking impactful ways to deliver the upskilling, reskillling and high-value capability building that employees require to adapt to rapid organizational change. They’re discovering that digital blended approaches are providing robust learning experiences — combining relevant live events with asynchronous learning elements, and tying them together into effective, engaging and efficient training journeys.
Learn more about optimizing synchronous, asynchronous, and blended modalities for meaningful learning in this infographic, or download the ebook for more in-depth information.
Good learning design — for example, using blended learning models — can overcome digital fatigue and create engagement.
Synchronous learning happens in real time, whether in person or online
Synchronous learning is great for:
Broadcasting information on new policies, processes and updates
Town hall or QA sessions
Experiences that can be broken down into short sessions
Small-group learning communities
Asynchronous learning can be done at the learner’s convenience, from any location
Asynchronous learning is great for:
Content to be digested at the learner’s pace
Activities that require reflection
Practice and application to personally relevant circumstances
Promoting inclusion of introverts and others
Blended learning is the best of both worlds
Blended learning can drive engagement and collaboration across the learning experience. It’s great for:
Extended learning experiences
Consolidating knowledge using a variety of learning methods
How should L&D leaders engage? Over a six month period, we collaborated with RedThread Research, Learning Futures Group - and thought leaders from major organizations around the world - to bring you their perspectives on purpose and how corporate learning plays a role in achieving purpose.