Today’s learning trends show that with more information and technology available, a globalized workforce, and a changing way we learn, corporate learning particularly manager training needs to meet the following criteria:   Knowledge should be on demand  Information needs to be tailored to individual’s specific needs   Learning should be embedded into business processes   Employees should be able to collaborate to boost learning   There needs to be confidence in the reliability and quality of the information being used. 
To meet these needs, successful leadership programs should have a balanced approach. Blended Learning programs include formal training, whether that’s classroom, virtual, or micro-learning, along with informal training through on-the-job experience. A synergistic cycle between formal and informal will generate more learning as new concepts are tested in real situations. Consider several approaches for more effective blended learnin

Avery, Alex

English

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What is the Impact of Blended Learning Including Micro-Learning 
on Manager Learning and Behavior Change vs. Impact of 
Classroom Learning? 
Alex Avery 
Cornell University 
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What is the Impact of Blended Learning Including Micro-Learning on Manager 
Learning and Behavior Change vs. Impact of Classroom Learning? 
Abstract 
Today’s learning trends show that with more information and technology available, a globalized 
workforce, and a changing way we learn, corporate learning particularly manager training needs to meet 
the following criteria: 
1. Knowledge should be on demand 
2. Information needs to be tailored to individual’s specific needs 
3. Learning should be embedded into business processes 
4. Employees should be able to collaborate to boost learning 
5. There needs to be confidence in the reliability and quality of the information being used. 
To meet these needs, successful leadership programs should have a balanced approach. Blended 
Learning programs include formal training, whether that’s classroom, virtual, or micro-learning, along with 
informal training through on-the-job experience. A synergistic cycle between formal and informal will 
generate more learning as new concepts are tested in real situations. Consider several approaches for 
more effective blended learning 
Keywords 
classroom learning, learning, blended learning, micro-leaning, management, talent management, mobile 
learning, HR, human resources 
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Suggested Citation 
Avery, A. (2016). What is the impact of blended learning including micro-learning on manager learning and 
behavior change vs. impact of classroom learning? Retrieved [insert date] from Cornell University, ILR 
School site: http://digitalcommons.ilr.cornell.edu/student/100 
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ALEX AVERY APRIL 2016 
EXECUTIVE SUMMARY 
What is the impact of blended learning including micro-learning on manager learning and 
behavior change vs. impact of classroom learning?    
Today’s learning trends show that with more information and technology available, a globalized 
workforce, and a changing way we learn, corporate learning particularly manager training needs 
to meet the following criteria: 
1) Knowledge should be on demand
2) Information needs to be tailored to individual’s specific needs
3) Learning should be embedded into business processes
4) Employees should be able to collaborate to boost learning
5) There needs to be confidence in the reliability and quality of the information being used.1
To meet these needs, successful leadership programs should have a balanced approach. Blended 
Learning programs include formal training, whether that’s classroom, virtual, or micro-learning, 
along with informal training through on-the-job experience. A synergistic cycle between formal 
and informal will generate more learning as new concepts are tested in real situations.2 Consider 
several approaches for more effective blended learning. 
Classroom Learning – The typical classroom setting allows for face-to-face interaction between 
managers and professional trainers. This makes use of phenomenal training expertise to hone 
managers’ skillsets. However, the process is time-consuming and can be quite costly considering 
the necessary preparation and execution. In addition, participant retention of information in this 
environment is quite low, thus calling in to question the effectiveness of traditional classroom 
training alone.3 A modification on this setting is the virtual classroom, which keeps the value of 
formal training but allows for greater reach as learners don’t have to be in the same physical 
space and can access the training more conveniently.4
Informal Learning – Many employers use the classic 70/20/10 model5 with 70% of learning 
coming on the job, 20% from mentors, and 10% on formal training. The on-the-job focus is so 
effective that companies have integrated this idea into their overall learning approach. The Open 
University of Shell International Exploration and Production (Shell EP), sought to enhance their 
learning effectiveness with a focus on experiential activities. This approach proved valuable as 
Shell EP added depth and breadth to their blended learning programs.6 
Micro-Learning – Otherwise considered the future of training in the workplace, micro-learning 
can put power into the hands of the manager or employee to take charge of his or her own 
RESEARCH QUESTION 
INTRODUCTION 
BLENDED LEARNING APPROACHES 
learning. This creates smaller, digestible content that is within the average attention span of 
adults7 and is often delivered in video format. The optimal length for videos depends on the 
content, but audiences typically disengage after only a few minutes8 (see Appendix A) and may 
not complete more than six minutes9 of the video no matter how long it is10 (see Appendix B and 
C). Gamification of micro-learning, has evolved the standard video training into a more 
interactive approach with friendly competition, a spirit of achievement, and a bias towards 
action.11 
 
When developing micro-learning video content, consider three keys from the Association for 
Talent Development:  
1. Keep it Short – between three and five minutes 
2. Keep it Visual – favor pictures and infographics over talking heads 
3. Aim for High Technical Standards – poor production distracts from true intent.12 
 
 
The most successful training organizations operate as if their businesses are changing all the 
time, even if they are not.13 To avoid getting stuck in one approach to training, create a learning 
environment. One way to do this is by incorporating all types of informal learning into everyday 
processes. This can mean including collaborative, social learning activities; self-study or on-
demand learning experiences; and embedded learning, where employees have job aids to refer to 
while they accomplish their work.13 
 
Educational experts often refer to this concept with the FLIP acronym that can be easily 
translated to the work setting through blended learning: 
 Flexible learning environments – offering multiple options for learners 
 Learning culture – normalizing learning among employees 
 Intentional content – quality, prepared videos and other training sessions 
 Professional educators – external consultants or internal experts.14 
 
 
 
The modern learner is overwhelmed, distracted, and impatient7 (see Appendix D). With so many 
ways learning managers can spend their time, your company should create a blended approach to 
learning, as blended learning is better than other modalities done on their own.15 Start by 
partnering with IT to create high quality and valuable micro-learning content. Divide your 
learning segments into 15 minute videos at most, with most of your content coming in around six 
minutes.9 As you create opportunities for managers to learn, incorporate lessons learned from 
their trainings into their day to day activities, focusing on experiential activities that they will 
actually see in the course of their work. Formal classroom training as this can serve as added 
incentive for leadership development. 
 
Finally, for these type of blended learning approaches to be successful, foster a learning culture 
in your organization. To do so, empower employees to take charge of their own development. As 
they do, they can support the shift in focus away from rigid trainings to the everyday learning 
culture.1 When your content is prominent for employees to use and modeled by top leaders, the 
rest of the organization will fall in with the new learning culture. 
CREATING A LEARNING ENVIRONMENT 
CONCLUSIONS AND RECOMMENDATIONS 
CITED REFERENCES 
 
1) Andersson, Peter (2012), Reinventing Corporate Learning, Retrieved from 
http://www.ericsson.com/res/thecompany/docs/publications/business-
review/2012/issue1/reinventing_corporate_learning.pdf 
 
2) Hughes, P. (2013). Ten Ingredients of a Successful Customized Leadership Program. 
Employment Relations Today (Wiley), 40(1), 43-50. doi:10.1002/ert.21398 
 
3) Grovo, (2014), Bite Size is the Right Size, How Microlearning Shrinks the Skills Gap, Retrieved 
from http://a1.grovo.com/asset/whitepapers/Grovo-BiteSize-Microlearning-whitepaper.pdf. See 
a valuable infographic of this whitepaper here: http://www.slideshare.net/GoGrovo/grovo-
microlearning-infographic  
 
4) Christopher, D. (2015). The successful virtual classroom: How to design and facilitate 
interactive and engaging live online learning. New York, NY: American Management 
Association. Chapter 1 retrieved from http://successfulvirtualclassroom.com/wp-
content/uploads/2014/10/Successful-Virtual-Classroom-introduction.pdf  
 
5) Rabin, Ron (2015), Blended Learning for Leadership, The CCL Approach, Retrieved 
from http://insights.ccl.org/wp-
content/uploads/2015/04/BlendedLearningLeadership.pdf 
 
6) Margaryan, A., Collis, B., & Cooke, A. (2004). Activity-based blended learning. Human 
Resource Development International, 7(2), 265-274. 
doi:10.1080/13678860410001676574 
 
7) Callisen, Laura (2016), Why Micro Learning Is The Future Of Training In The 
Workplace, eLearning Industry, Retrieved from http://elearningindustry.com/micro-
learning-future-of-training-workplace 
 
8) Hornung, Yoav (2014), What’s the Optimal Length for your Tutorial Video? Shorter 
Than You Think, REELSEO, Retrieved from http://www.reelseo.com/optimal-length-
tutorial-video/ 
 
9) Todd (2014), Optimal Video Length for Training Videos, analysis by Philip Guo, 
Xcelus, Retrieved from http://www.xcelus.com/optimal-video-length-training-videos/ 
 
10) Hornung, Yoav (2014), The optimal length for video marketing content? As short as 
possible, TheNextWeb, Retrieved from 
http://thenextweb.com/socialmedia/2014/05/02/optimal-length-video-marketing-content-
short-possible/ 
 
11) Pandey, Asha (2016), How Gamification Will Impact Corporate Learning, 
eLearningIndustry, Retrieved from http://elearningindustry.com/gamification-will-
impact-corporate-learning 
 
12) Halls, Jonathan (2015), Don’t Waste Your Money When Developing Training Videos, 
Association for Talent Development, Retrieved from 
https://www.td.org/Publications/Blogs/Learning-Technologies-Blog/2015/11/Dont-
Waste-Your-Money-When-Developing-Training-Videos  
 
13) Bersin, J. (2009). The Checklist for Modern Enterprise Learning. Chief Learning 
Officer, 8(10), 14. 
 
14) Balzotti, J. M., & McCool, L. B. (2016). Using Digital Learning Platforms to Extend the 
Flipped Classroom. Business & Professional Communication Quarterly, 79(1), 68-80. 
doi:10.1177/2329490615606497 
 
15) Clark, Ruth Colvin, (2012). Blended Learning is Better than Instructor-led or Online 
Learning Alone, Association for Talent Development, Retrieved from 
https://www.td.org/Publications/Blogs/L-and-D-Blog/2012/07/Blended-Learning-Is-
Better-Than-Instructor-Led-or-Online-Learning-Alone  
 
FURTHER READING 
 
Beaver, Jessica K., Hallar, Brittan, Westmass, Lucas, Englander, Katie, (2015), Blended 
Learning: Lessons from Best Practice Sites and the Philadelphia Context, PERC Research Brief, 
Retrieved from 
http://williampennfoundation.org/sites/default/files/reports/Blending%20Learning%20Sept%202
015.pdf 
 
Wang, Minjuan, Shen, Ruimin, Novak, Daniel, Pan, Xiaoyan, (2009), The impact of  mobile 
learning on students’ learning behaviours and performance: Report from a large blended 
classroom, British Journal of Educational Technology, Vol 40 No 4, Retrieved from 
http://onlinelibrary.wiley.com/doi/10.1111/j.1467-8535.2008.00846.x/epdf 
 
Kapp, Karl (2016), 5 Learning Tech Trends to Watch in the Next 5 Years, Association for Talent 
Development, Retrieved from https://www.td.org/Publications/Blogs/Learning-Technologies-
Blog/2016/02/5-Learning-Tech-Trends-to-Watch-in-the-Next-5-Years 
 
  
APPENDIX A: Audience Engagement by Video Length8 
 
 
  
APPENDIX B: Time Spent Watching Videos by Length9 
 
  
APPENDIX C: Percentage of Video Viewed by Length10 
 
 
  
APPENDIX D: The Modern Learner Infographic7 
 
 
 
 


What is the Impact of Blended Learning Including Micro-Learning on Manager Learning and Behavior Change vs. Impact of Classroom Learning?

Today’s learning trends show that with more information and technology available, a globalized workforce, and a changing way we learn, corporate learning particularly manager training needs to meet the following criteria:  Knowledge should be on demand  Information needs to be tailored to individual’s specific needs   Learning should be embedded into business processes   Employees should be able to collaborate to boost learning   There needs to be confidence in the reliability and quality of the information being used.  To meet these needs, successful leadership programs should have a balanced approach. Blended Learning programs include formal training, whether that’s classroom, virtual, or micro-learning, along with informal training through on-the-job experience. A synergistic cycle between formal and informal will generate more learning as new concepts are tested in real situations. Consider several approaches for more effective blended learningWhat_is_the_Impact_of_Blended_Learning_Including_Micro_Learning_on_Manager_Learning_and_Behavior_Change_Versus_Impact_of_Classroom_Learning.pdf: 1745 downloads, before Oct. 1, 2020

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