Blended Learning on a large scale: Sabine Lopp from the North-East German Savings Bank Academy (NOSA) reveals in this interview how the combination of in-person and online learning became a great alternative for her employees compared to traditional training methods – and why having fun is so important!
About the person: Sabine Lopp is the head of the Educational Services team at the North-East German Savings Bank Academy and is responsible, among other things, for the blink.it platform as a tool for media education and blended learning at NOSA.
Since 2016, NOSA has been using blink.it. What is the platform mainly used for?
Our main goal is training within the framework of blended learning concepts. A shining example is our "Digital Driver's License". Here, employees learn the basic know-how on digital topics. These are also our largest courses with up to 600 participants simultaneously.
Additionally, we offer supplementary support for many events that are woven around the in-person sessions according to the blended learning approach.
Insights into the "Digital Driver's License" of the North-East German Savings Bank Academy. Source: NOSA
Why did you choose blended learning instead of pure e-learning?
We were originally a successful in-person academy. We wanted to transfer the successes from this area into the new digital world - but not just simply put everything online. We want to fully utilize the advantages of online training, especially the repeatability of the content and learning at one's own pace.
However, we also strongly orient ourselves to our participants: Many still expect face-to-face contact, with a trainer or a seminar group. So we try to connect these two concepts in such a way that we can utilize all advantages.
Why did you choose blink.it as a platform for this?
We have always looked for a learning platform, even in the context of "blended learning", that serves both learners and content creators well. We never really warmed up to classic WBTs because these large systems are not flexible enough and do not adapt well to our needs.
And with blink.it, we immediately had a good feeling: It is easy to use and you see immediate success! This is very important at the start.
How do you connect the in-person events and the online courses with each other, for example in the "Digital Driver's License"?
We first try to get all employees on board with the Digital Driver's License and then offer specialized, target group-specific seminars that usually take place in person.
The driver's license is the online basic training for the entire range of employees – right at their workplace or even from home. After that, the trainer can address special topics more closely based on the specific needs of the target group, the savings bank specifics, or the individual needs of each employee.
How do you communicate the "new digital learning" to the learners?
Preparatory and supporting discussions with the human resources department outline the expectations and goals. The introduction of the digital driver's license in the savings banks is typically accompanied by a house fair. At this house fair, the management speaks, announces the courses, and personally encourages participation.
This way, we want to give the whole thing a face so that colleagues on-site are informed and can engage in conversations with the employees. Thus, this house fair is our first blended learning approach. Communication works best in person. And I also notice: If something doesn't work well in preparation, it takes a lot of effort later to get all employees on board.
The blended learning concept of NOSA with blink.it
How are the courses received by your learners?
We have a very productive, critical atmosphere in the courses where serious online discussions take place: from the management to the newest employee, contributions are made in comments. When we allow participants to engage, it is gladly accepted.
Especially with the digital driver's license, the expectations are high: The online course consists of about 150 Blinks with content, a final quiz, and a certificate. This is very well received by our participants: They have demonstrated their success and are then directly rewarded for their work and learning engagement. There's also fun involved!
Learning motivation is also maintained when the media content speaks to the learner in its form and includes a "laugh" here and there. We focus on clarity, active involvement, and practical lightness.
What tips would you give to another company that wants to start with blended learning and blink.it?
The first tip: Get your own people on board and do something that they enjoy! And this it not just for the employees! It is indeed a way to take care of your own trainers and speakers with relatively little effort while effectively placing the platform. For instance, we also filmed our own learning videos during a retreat day and had a lot of fun doing so!
The second tip: Start small! One often finds that they have a lot to say, especially with trainers who have an incredible amount of expertise. The art lies in reflecting on the various steps and breaking this vast knowledge into small pieces. It's best to start with smaller, simpler topics.
The third tip: Use the video medium! – Videos are easy to create and can be easily uploaded and distributed on blink.it. We record both videos with professional equipment and also very simply and quickly with smartphones. Both variants are always very well received. This way, the learning content is always up to date and it’s a fresh way to present the content to the participants.
Thank you for the interview, Ms. Lopp!
Conclusion
Successful blended learning occurs where strategic objectives, clear communication, and a suitable learning platform come together.
The example of NOSA shows that digital education does not have to be a substitute for in-person training, but a meaningful extension. With a clear introduction, active involvement of management, and a platform that serves both learners and trainers well, sustainable learning motivation is achieved.
Those who start small, structure the content thoughtfully, and strategically use modern media can successfully and joyfully implement blended learning even in large organizations.
Updated on 02.03.2026
