The Ultimate Guide to Adapting Your Training for Hybrid Learning

Hybrid learning (or using both in-person and virtual learning to train on learning objectives) has been around since the advent of elearning in the 1990s. Pre-2020, hybrid learning was often referred to as “blended learning” and included face-to-face instructor-led training complemented by elearning modules, microlearning bursts, video content, or other virtual experiences.

However, many training teams were only experimenting with hybrid learning when the COVID-19 pandemic forced the majority of the corporate workforce to work remotely. Suddenly, in-person training was no longer an option, and your organizations expected hybrid learning.

Now that we are a few years into the pandemic, you may be tasked with converting even more of your learning content into modalities that can be delivered in hybrid course formats. For training and consulting teams who rely on printed and virtual materials, finding the right balance is essential. We decided to round up an ultimate guide (with links to even more resources) so you can kick off each conversion project on the right foot and answer common questions about hybrid learning and blended learning.

The first step in adapting your training for hybrid learning is to meet with your stakeholders to make sure you are all on the same page about what hybrid learning is and why you need it. For example, do your business partners understand that hybrid learning is more than just having employees sign into a video conference for 2 hours? Are they requesting a hybrid learning approach because they need to support a hybrid work environment, or because they are looking for a new way to meet a business outcome?

Start the conversation by making sure everyone agrees on definitions. Here are some lexicon questions you might want to review, including how synchronous vs asynchronous learning fits in:

What is hybrid learning?

Hybrid learning is one of those terms that means something different to every learning and development practitioner. Here’s the simple definition of hybrid learning: a method of delivering information that employs both traditional classroom-style training and virtual modalities. In many organizations, blended learning is used synonymously.

Put another way: if you are training learners who are in-person and learners who are not in the same room as your facilitator, you’re delivering hybrid learning. Effective hybrid learning usually combines synchronous vs asynchronous learning touchpoints in a planned sequence.

Some instructional strategies for hybrid learning include having remote learners video-conference into in-person classrooms (also known as hybrid classrooms), pairing virtual classroom environments with self-paced elearning, and following up from face-to-face training with microlearning checkpoints that balance synchronous vs asynchronous learning. Hybrid learning is beneficial for both learners and instructors.

What is the difference between virtual and hybrid learning?

Virtual and hybrid learning are similar, but they are not the same. In fact, virtual learning is one modality that you probably use as part of your hybrid learning program. Virtual learning refers to training that is delivered to learners who are not in the same place as the facilitator. It can include video classrooms, elearning modalities, microlearning bursts, and more, and it can be blended with in-person elements in a hybrid learning plan.

What is the difference between blended learning and hybrid learning?

Blended learning is a term that has been around for decades, while hybrid learning has become popular with the business changes resulting from the COVID-19 pandemic. They are actually synonymous for most teams: both mean that you use a mix of in-person and virtual training, and you probably use a mix of synchronous vs asynchronous learning, too. So, when your business stakeholders ask “what does hybrid learning mean?” you can explain that it supports learners in different environments by leveraging multiple instructional modalities.

Key Elements, Preferences, and Tools

Once you’re on the same page about definitions, align on outcomes and design. The five elements of hybrid learning typically include: clear learning objectives, modality mix (in-person plus virtual learning), structured sequencing of synchronous vs asynchronous learning, active engagement strategies (interaction, collaboration, practice), and assessment with feedback and analytics. Do students prefer hybrid learning? Many do, because hybrid learning and blended learning offer flexibility, access, and personalization; however, preferences vary by content, culture, and the quality of virtual learning design. You can track training KPIs to improve on your workflow over time.

What components make up an effective hybrid learning model? Combine virtual learning platforms (LMS/LXP), communication tools (video conferencing and chat), content assets (elearning, video, readings), facilitation plans for live sessions, and support resources (job aids, forums). How do instructional strategies differ in hybrid learning? Instructors intentionally split activities across synchronous vs asynchronous learning: use live time for discussion, practice, and feedback, and use self-paced time for content acquisition and reflection. What technological tools are essential for hybrid learning? At minimum: a reliable LMS, video conferencing, collaboration tools (whiteboards, polling, breakout rooms), content creation tools, and accessibility features (captions, transcripts). These tools underpin both blended learning and hybrid learning approaches.

Benefits of Hybrid Learning

Hybrid learning in any form comes with great advantages to both your L&D team and the learners. Some of those advantages include:

• Ability to join the class from anywhere
  • Learner advantage: They can fit the training session into their schedule without having to commute to a specific office.
  • L&D department advantage: You can offer more training more cost effectively, since you don’t need to cover anyone’s travel.
• Opportunity to offer more flexible training
  • Learner advantage: They no longer have to take a whole day or two in order to participate in the training; blended learning lets them engage in multiple formats.
  • L&D department advantage: You can offer more effective training that reaches more of your learner population by balancing synchronous vs asynchronous learning.
• More accessible training
  • Learner advantage: Virtual learning components are more likely to be accessible (captions, transcripts, multiple languages).
  • L&D department advantage: You can offer more effective training to more niches of the learning population.

Potential Cons of Virtual Elements of Hybrid Learning

Design Tips for Hybrid Learning

Keep Synchronous Sessions Short

When learners are not isolated in a conference room with you, it is harder to keep their attention. Think about ways to shorten your synchronous learning sessions to thirty or sixty minutes and offload content to asynchronous modules. Make your online training interactive to keep learners engaged.

Offer Offline Options

Remote learners do not always have reliable internet. Supplement online materials with hard copy training collateral like manuals, worksheets, or notebooks.

Match Modality to Learning Objectives

Use live, interactive time for practice and feedback, and self-paced time for knowledge acquisition. Hybrid learning and blended learning succeed when synchronous vs asynchronous learning is intentionally planned.

The data shows that hybrid learning is here to stay. It supports learners in various environments with virtual learning and in-person options. If you need help with the print and delivery of documents to your learners (either residences or office locations), we’re here to make it a simple click-and-order experience.

Create a free Mimeo account today to start your hybrid learning journey.