Have you ever sat in a classroom training session and thought: this would have been easier as an online module? Or clicked through an eLearning course and wished for a real conversation to bring the ideas to life? That tension is exactly what blended learning is designed to solve.
What does blended learning mean?
Blended learning combines face-to-face learning with digital or online learning. Instead of being a stand-alone course in a single format, it’s a carefully designed experience where different methods reinforce each other.
For example: learners might complete an online module to understand a concept, then attend a workshop to practise applying it. Or they might join a live virtual seminar, then use micro-learning videos and quizzes afterwards to reinforce retention.
It’s about making the most of both worlds - the flexibility of digital with the energy of human connection.
A short history of blended learning
The idea of mixing in-person and remote learning isn’t new. Radio, TV, and even postal correspondence courses were early ‘blends.’ But the term ‘blended learning’ started to gain traction in the late 1990s and early 2000s as the Internet became mainstream.
By 2006, the Handbook of Blended Learning by Bonk and Graham helped formalise the concept, and since then it’s become a staple in schools, universities, and corporate L&D. Also, Bonk!
Different models of blended learning
Blended learning can be delivered in many ways. Here are some of the most common approaches:
Rotation model: Learners rotate through different modes. For instance, starting with an online module, moving to a small group discussion, then finishing with an individual assignment.
Flipped classroom: Learners study theory online first (such as watching a video or reading materials), then use face-to-face time for discussion, problem-solving, or practice.
Flex model: The bulk of the learning is delivered online, but learners have access to in-person support sessions or coaching as needed.
Self-blend (à la carte): Learners supplement their face-to-face learning with optional online modules, often chosen to fit personal development needs.
Enriched virtual: Courses are mostly online, with occasional in-person workshops or residential sessions to provide depth and connection.
Most organisations will use a combination of these models depending on the audience, objectives, and resources.
Real-world examples
Universities: Many now run flipped classrooms where students watch recorded lectures online, then attend interactive seminars in person.
Schools: Some secondary schools use augmented reality or online simulations alongside classroom teaching.
Corporate training: A sales programme might start with online theory modules, followed by roleplay workshops and then digital reinforcement through quizzes and micro-learning.
Hybrid workplaces: During the pandemic, companies ran reduced-capacity in-person sessions while streaming the same content to remote learners - a true hybrid blend.
Benefits of blended learning
Done well, blended learning delivers:
Flexibility for learners to study anytime, anywhere.
More meaningful use of classroom time for interaction and practice.
Scalability for organisations delivering core content online.
Stronger engagement through varied formats.
Better retention via spaced reinforcement.
Valuable data and analytics from digital tools.
Potential cost savings by reducing travel and venue requirements.
Risks and challenges
Blended learning isn’t risk-free. The biggest challenges include:
Poor integration between online and offline elements, making the experience feel disjointed.
Unequal access to technology, which can disadvantage some learners.
Facilitators needing new skills to deliver effectively in both modes.
Higher up-front design and production costs.
Learners struggling with switching between formats or resisting change.
The need to keep digital content up to date to maintain relevance.
FAQs about blended learning
Q: Who first coined the term ‘blended learning’?A: While the concept of mixing learning modes has existed for decades, the term ‘blended learning’ gained popularity in the late 1990s and early 2000s. Bonk and Graham’s Handbook of Blended Learning (2006) gave it a formal academic framework.
Q: What makes blended learning different from just adding eLearning to training?A: True blended learning is intentional. It’s not about bolting on an online module, but designing both digital and in-person elements so they reinforce each other.
Q: Does blended learning save money?A: It can. Organisations often reduce costs on travel, venues, and facilitation time by shifting theory online. But the initial investment in digital content and design can be significant.
Q: Is blended learning only for schools and universities?A: No. It’s widely used in corporate L&D. Compliance training, leadership programmes, and onboarding are common areas where blended approaches deliver better outcomes.
Q: What’s the future of blended learning?A: Expect AI-powered personalisation, micro-blended pathways, and immersive tools like VR to play a bigger role, especially in hybrid workplaces.
In summary: Blended learning is about weaving the best of online and offline into one coherent experience. It offers flexibility, scale, and impact, but only if designed with care and delivered with intention.
