More and more organizations are integrating blended learning into their learning strategies. But what makes this approach successful? In a recent webinar, Brian Heydenrych from CONTRACT South Africa interviewed Julian Wonner, Head of Business Development at troodi, and Fabiane Wolters, Team Lead Learning & Development at Trusted Shops. They discussed why Trusted Shops transitioned to a blended learning model, their experiences, challenges, and best practices. Additionally, they explored future trends shaping blended learning.
Success Factors for Blended Learning
An Interview with Trusted Shops and troodi
CONTRACT: Welcome! Today, we’ll explore blended learning and how to implement it successfully. Joining us are L&D experts Julian Wonner and Fabiane Wolters. Great to have you here!
Julian: Thank you for having us.
Fabiane: Thanks! I’m looking forward to our discussion.
CONTRACT: Julian, for clarity, how does troodi define blended learning?
Julian: At troodi, we initially focused on digital learning solutions. We quickly realized that while some organizations thrived with self-paced digital learning, others struggled due to a lack of learning culture or structured time for training. Recognizing these differences in learning maturity, we developed blended learning journeys. These combine digital self-learning with facilitated live sessions, either online or in-person. For us, blended learning merges the best of both worlds: digital learning provides flexibility and individualization, while live sessions foster commitment and practical application. In essence, it integrates digital self-learning with social learning in groups.
CONTRACT: How does troodi position itself in the market? Are you a development company, a content provider, or something else?
Julian: We offer a broad range of people and organizational development services. We have built our own learning platform and created around 100 digital learning programs focused on future skills like empowering leadership, communication, and diversity. Additionally, we provide live training and coaching. However, our primary focus is blended learning, where we integrate digital and social learning elements.
CONTRACT: Fabiane, what led Trusted Shops to adopt blended learning and collaborate with troodi?
Fabiane: Our partnership with troodi began during the pandemic, which fundamentally changed our work environment. As we transitioned to a hybrid model, we recognized the need for a learning approach that balanced synchronous and asynchronous learning. Previously, we relied heavily on external training and seminars, but this approach lacked reinforcement touchpoints and didn’t align with our evolving needs. As a result, our L&D department shifted focus—from simply organizing training sessions to empowering employees to take ownership of their development journeys.
CONTRACT: How have employees responded to this shift?
Fabiane: Overall, feedback has been very positive, though we’re still in a transition phase. Some early adopters champion the approach and act as internal multipliers. At the same time, others prefer traditional learning methods because they’re used to. However, as employees see how seamlessly blended learning integrates into their daily work, they increasingly recognize its benefits. It enhances practical application and ensures learning is directly transferable to their roles.
CONTRACT: What key takeaways have you gained from implementing blended learning?
Fabiane: We’re witnessing a cultural shift. Employee surveys and feedback indicate growing acceptance, though some still hesitate. Change can be uncomfortable, and our role in L&D is to create awareness and foster a learning culture. One major challenge is enabling employees to take responsibility for their learning journeys. We aim to support them with personalized learning paths, act as strategic partners, and provide the necessary resources.
CONTRACT: Julian, based on your experience, what challenges do companies typically face when introducing blended learning, and how can they overcome them?
Julian: The most crucial factor is a strong learning culture. Some organizations want to implement digital learning without investing in cultural change, which is ineffective. A successful transition requires empowering learners. Companies should support employees in developing self-learning skills, sensitizing leaders to the importance of continuous learning, and ensuring top management actively endorses the initiative. Additionally, setting clear expectations—such as designating learning time as work time—helps reinforce commitment.
CONTRACT: What future trends do you see in blended learning?
Julian: Artificial intelligence is currently the most significant trend, with AI-driven learning analytics and machine learning in education transforming how content is curated and personalized. AI is transforming not only what we learn but also how we learn. It can enhance content creation, streamline curation, and enable personalized learning journeys based on prior knowledge and individual preferences—whether through video, audio, or gamification elements. Another exciting development is AI-powered learning chatbots that prompt reflection and reinforce learning objectives.
CONTRACT: Thank you, Julian and Fabiane, for sharing your insights!
Conclusion
Blended learning combines effective self-learning with social learning, creating an adaptive learning environment that promotes personalized development. For it to be successful, organizations need to build a strong learning culture and empower their employees to take responsibility for their development. If you would like to learn more about promoting a self-learning culture, take a look at our blog article “Self-directed learning in organizations – promoting a learning culture”.
At troodi, we help organizations navigate corporate learning transformation by implementing scalable learning solutions and modern learning approaches. Through our digital and blended learning formats, we foster self-directed learning and future-relevant skills.
If you want to learn more about the use of blended learning, our Blended Learning for HR Developers course is for you! In this 6-week course, participants will learn how to develop and implement effective blended learning journeys for specific target groups in their organization.
