Blended Learning Approaches That Drive Performance

Manager development requires a two-part strategy of traditional workshops AND reinforcement. Here's why. TL;DR, managers are often "too busy" to attend multiple classroom-style workshops and practice what they learn. 🕓 TIME. Managers are some of the busiest members of your org, and barely have time for strategic planning, let alone a 6-week lecture series. Learning needs to be bite-sized, flexible, and high-impact as a result. 🌎 DIVERSE POPULATIONS. Timezones making it logistically hard to get everyone to attend a workshop. Add on the various levels of skill across your org, and one-size-fits all becomes hard to pull off. 🤨 SPEED OF FORGETTING. Delivering feedback, engaging in difficult conversations, and setting expectations drive outcomes, but they're uncomfortable to get right. Managers "forget" these behaviors and prefer old habits, unless constant reinforcement helps them practice otherwise. --- That's not to say you should throw out your workshops entirely. The best L&D leaders know that traditional classroom-style workshops are a foundation, not the end of a learning strategy. Workshops establish core concepts, create a common language, and set expectations for learners. Then, the real work begins. Retention and behavior change happens through reinforcement––and that's where microlearning shines! Today, microlearning is an umbrella term for a bunch of offerings: - 🍎 small refresher workshops or activities - 📹 async videos or lessons with practical tips - 👋 ad hoc coaching or quick mentor syncs - 🤝 30 min learning community discussions - 📚 resource libraries, templates, and power cards - 💡AI-powered LMS and in-workflow nudges You need both strategies (and a diverse set of offerings!) to break through the noise in busy distributed companies. What does your perfect recipe for learning offerings look like? How do you visualize the two-part learning strategy? Let us know in the comments! #learninganddevelopment #talentdevelopment #peopleops #hr #learning --- Did you like this? Share it with your LinkedIn audience! We're always looking to spread great knowledge and information. ♻️ And follow me (Yen Tan) for more manager dev and L&D tips!

𝐑𝐞𝐭𝐡𝐢𝐧𝐤𝐢𝐧𝐠 𝐖𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠: 𝐓𝐡𝐞 𝟕𝟎-𝟐𝟎-𝟏𝟎 𝐌𝐨𝐝𝐞𝐥  When we think of learning at work, many people imagine formal classroom training. But research shows that’s only a small piece of the puzzle. The 70-20-10 learning model shifts the way we approach employee development:  • 70% learning happens on the job through hands-on experience.  • 20% comes from social learning—collaborating, mentoring, and learning from peers.  • 10% is formal training—courses, workshops, and structured programs. A recent study in the International Journal of Research Publication and Reviews explored how Titan Jewellery Division applied the 70-20-10 model to blue-collar workers. The findings?  • Most employees agreed that regular training and job-specific practice directly improved their skills and productivity.  • Peer learning and mentoring enhanced problem-solving and collaboration.  • Formal training, while smaller in proportion, provided critical structure and technical knowledge.  • Ultimately, integrating all three led to higher engagement, stronger skill development, and improved workplace efficiency Here’s the catch: Organizations often struggle with balance.  • Some 𝐨𝐯𝐞𝐫-𝐫𝐞𝐥𝐲 𝐨𝐧 𝐭𝐡𝐞 𝟏𝟎% because it’s easier to plan and measure, but then fail to reinforce learning through experience and peer support.  • Others 𝐬𝐤𝐢𝐩 𝐭𝐡𝐞 𝟏𝟎% 𝐞𝐧𝐭𝐢𝐫𝐞𝐥𝐲, throwing employees straight into 20% and 70% without a solid foundation. This can leave workers feeling unprepared, inconsistent, or overwhelmed. Key Suggestions from the study:  • Make training job-specific and tied to daily responsibilities.  • Blend on-the-job practice with social learning opportunities (like peer mentoring).  • Ensure formal training covers the “essentials” so employees have a strong base to build on.  • Provide timely feedback and evaluate training effectiveness to show ROI and continuously improve The lesson? Learning isn’t confined to the classroom—it’s happening all around us, every day. But to maximize impact, we need all three pieces working together. 👉 Have you seen organizations lean too heavily on one part of the model? What’s worked best in creating the right balance in your workplace? #WorkplaceEngineer #IOPsychology #TrainingAndDevelopment #LearningThatSticks #ManufacturingExcellence #HumanCenteredDesign

The 'Netflix of Learning' era is officially over. When Wolters Kluwer had weeks to train 30,000 employees on GenAI in 14 languages, they didn't turn to LinkedIn Learning or course libraries. Here's why and what actually works: 1. The completion problem keeps getting worse. When Dana Trobe, VP Global L&D, looked at the numbers, the math was simple: traditional L&D completion rates hover around 20-30%. With 30,000 employees needing GenAI training, that meant potentially 21,000 people wouldn't complete it. "In the timeframe that we have and the audience that we need to reach, the only way we can do this is using Arist," Dana told us. She needed high completion rates, not 25%. And she got them. 2. Course catalogs can't move at business speed. Dana's team had weeks, not months, to launch training across 14 languages. Traditional eLearning development takes 6-12 months minimum. The business couldn't wait. Compliance couldn't wait. Employees needed to start using GenAI responsibly, immediately. "We were trying to bring the most relevant learning to the individual," Dana explained. Not hoping they'd find time to browse a catalog. 3. Modern learners need modern delivery. Dana recognized something many L&D leaders are starting to see: employees don't have 45-minute blocks for training modules. They need learning that fits into their actual workday. Especially when you're reaching contractors outside traditional systems, across different time zones, in multiple languages. The old "build it and they will come" approach simply doesn't work anymore. TAKEAWAY: The Netflix model worked when employees had time to browse and choose their own learning journey. But when business moves fast and compliance matters, you need a different approach. What does the future of corporate training look like? We're moving toward precision learning: the right content, delivered to the right person, at the right moment, in the right format. It's not about creating massive course libraries. It's about creating targeted experiences that drive real behavior change. The result for Wolters Kluwer: - 92% completion rate - 20,000-40,000 hours saved - 2x increase in Microsoft Copilot usage - Real behavior change, not just check-the-box training L&D teams of the future will need to master two things: - Creating bite-sized, relevant learning experiences - Delivering them through systems that actually reach everyone The choice is simple: evolve your approach to learning delivery, or watch your completion rates continue to decline while business needs accelerate. - - See the full interview with Dana in the comments