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Blended Learning

Our approach to blended learning

The phrase 'blended learning' often means learning that occurs both online through e-learning and offline through face-to-face training.

We believe that there is more to blended learning than this and we use a series of interventions depending upon the needs of clients. We also pride ourselves on our innovative approach and will work with you to come up with the best solution, which may mean creating something unique just for you.

Some examples of how we use blended learning can be seen below. Please get in touch if you want to discuss any of this content.

Action Learning Groups

Action Learning Groups (or sets) are best introduced by a coach or facilitator and we train groups to use an ALG to problem solve and provide a motivational sounding board for employees.

Once groups have used an ALG for a short period of time, they usually feel able to self-lead and the coach or facilitator can withdraw, returning only occasionally to provide feedback or offer new learning and techniques.


Using the internet to broadcast a training session has many advantages, such as cost reduction. This can be extremely useful and highly cost efficient, however we would always challenge the use of regular webinars without any reference to other learning methods or content.


Whilst e-learning can be a useful tool we prefer not to use it as a stand-alone learning method. We have developed e-learning for many clients and used it effectively as pre-learning and to confirm learning following face-to-face provision.


Social Media

Linking learners together through social media is a relatively new method of helping groups of learners to share experiences and we can help to set up these groups and monitor their use.

This is cost efficient and helpful for learners but comes with a word of warning; they are usually never self sufficient and engagement is often short term.

Case Studies

Often when project is complete, people are anxious to ensure that learning takes place and is shared with others to avoid costly mistakes and improve performance. In this context, case studies can be powerful in that they relate a story of an individual or group as they progress through their training journey.

Developing these stories and promoting them through some of the other methods mentioned is a great way of encouraging learners and showing your employees that learning and development is valued.


The use of blogs to aid learning is an excellent tool in that it creates an online learning journal for reflection and for others to offer feedback and gain insight.

This is one of the cheapest options for online learning and properly managed it can be extremely effective.

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