Blended learning is the #1 continuing education method for companies. But what content is truly suitable for the offline-online combination? We show which topics and areas of application work best for blended learning in practice:
You can use blended learning in many different ways: In principle, you can utilize this learning concept in almost all industries and corporate divisions where theoretical knowledge and practical application are equally important. This results in several topics that are particularly well-suited for training with blended learning.
Practically Proven Blended Learning Topics
The following three topics for blended learning come straight from practical experience: We have been supporting many medium-sized and large companies with the blink.it learning platform for years. In doing so, we repeatedly encounter these three topics for blended learning in particular:
Onboarding
Sales
Soft skill training
At first glance, these three topics may not have much in common. At second glance, however, it becomes clear why they are particularly well-suited for blended learning: Both in the training of new employees and in customer contact and the development of personal skills, theoretical foundations and practical application must mesh perfectly.
Therefore, for all three topics, neither e-learning nor purely face-to-face seminars are usually effective: With e-learning, the transfer into practice is lost. With a purely face-to-face seminar, on the other hand, the large theoretical component is often a guarantee of bored, unmotivated participants.
Let's take a look at the three topics – and how they work as blended learning:
1. Why Onboarding as Blended Learning?
“Blended Onboarding” is used, for example, at SNIPES, one of Europe's leading streetwear companies – and also in our team here at blink.it.
This area of application may seem unusual to you: Onboarding does not fall into the classic area of “continuing education”. Most of the time, the induction takes place “on the side” directly at the workplace. An experienced employee or a manager is responsible as the contact person.
However, blended learning can simplify this process for the mentor, the new employee, and your company alike.
Onboarding: Content for the Online Course
Processes and regulations that are relevant for all new employees
Thematic basics for the respective work area
Supportive instructions for starting at the new workplace
Onboarding: Content for Face-to-Face Sessions
Thematic sessions with an experienced employee or mentor
Clarification of questions, problems, and challenges
Joint exercises on the basics from the online course
This combination of online course and personal mentoring guarantees you consistent training quality for all employees. In addition, “blended onboarding” provides a uniform knowledge base on which continuing education can build. This makes onboarding an increasingly popular topic for blended learning.
2. Why Sales as Blended Learning?
In sales, not only SNIPES relies on blended learning, but also the automotive giant DAIMLER, and more and more SPARKASSE academies.
Whether in retail, banking, or insurance: In all of these areas, direct customer contact is key. To ensure that this runs smoothly and consistently company-wide, both theoretical basic knowledge and practical guidance are required.
Sales: Content for the Online Course
Organizational information for face-to-face training sessions
Theoretical principles such as sales concepts, company-specific procedures, and guidelines
Introduction to handling specific software
Sales: Content for Face-to-Face Sessions
Practical application of sales concepts using real examples
Interactive exercises in which the customer perspective is also taken
Exercises with a coach directly on the sales floor (especially in retail)
By observing role plays or real sales and consulting conversations, trainers or supervisors can give targeted feedback. In this way, a consistent mindset is built up – and the employee is also trained individually. This is why many companies choose these topics for blended learning.
3. Why Soft Skill Training as Blended Learning?
The Northeast German Sparkassen Academy (NOSA) has long been using blended learning specifically for soft skill training.
Soft skills are not just important for managers and the executive level: Personal abilities like teamwork and time management support your company at all levels. To achieve this, fundamental changes in behavior must be practically consolidated.
Soft Skills: Content for the Online Course
Assessment of the current status in self-assessment questionnaires
Concepts and methods, for example for more creativity or project and time management
Regular small impulses for correct implementation in the workplace
Soft Skills: Content for Face-to-Face Sessions
Practical exercises under the guidance of an experienced trainer
Group exercises and discussions with colleagues
Direct feedback and suggestions for self-reflection
Behavioral changes do not work after a few days in a seminar room: It often takes several weeks. This makes soft skill training a prime topic for blended learning, where you can achieve sustainable results, particularly with long-term online follow-up support.
Reading Tip: Which soft skills are truly important for companies in 2019?
Using the examples of onboarding, sales, and soft skills, you can see for yourself which topics are perfectly suited for blended learning in companies:
Topics that require a consistent knowledge base.
Topics that allow employees individual leeway.
Topics where professional guidance facilitates practical implementation.
Conclusion
Blended learning is particularly suitable for topics where theoretical knowledge and practical application must be closely linked.
Onboarding, sales, and soft skills show how diverse the specific areas of application can be. The decisive factor is the common underlying idea: Knowledge can be conveyed and repeated digitally, while face-to-face phases create space for exercises, exchange, feedback, and practical application.
Which content is delivered online and which in person should always be based on the respective learning goal.
Frequently Asked Questions
Which topics are particularly suitable for blended learning?
Topics that require both theoretical knowledge and practical application are particularly suitable. These include, for example, onboarding, sales training, and soft-skill training.
Why is blended learning suitable for onboarding?
Basics, processes, and regulations can be made available to new employees digitally. Face-to-face phases can then be used for questions, joint exercises, and practical induction.
How can blended learning be used in sales?
Theoretical foundations, sales concepts, and company-specific processes can be taught in the online course. In face-to-face learning phases, employees can then practice sales situations and receive individual feedback.
Why do soft-skill training courses benefit from blended learning?
Behavioral changes require time and practical application. Digital impulses can accompany employees over a longer period of time, while face-to-face phases are used for exercises, exchange, feedback, and self-reflection.
