"Digital Learning does not mean learning on your phone, it means ‘bringing learning to where employees are.’ It is a ‘way of learning’ not a ‘type of learning.’” The Power of Collaborative Learning: Josh Bersin.


In a nutshell, a digital learning and development strategy is about shaping the way your organization uses digital learning in all its forms. This can range from blogs and videos to webinars and online collaboration through to online courses, immersive experiences and resources. The aim is always to help employees learn new skills, enhance their performance or develop themselves for the future.


How digital fits in your wider learning and development strategy?

Most organizations make use of a range of learning and development methodologies and include a combination of face-to-face and digital channels. For many organizations, it’s not enough to look at a digital learning strategy on its own. Instead, they review the entire learning offering and put together a blended learning strategy or overarching L&D strategy before they focus in on digital itself.


Shaping the right blended learning strategy

Whether you’re reviewing your employee training program, shifting from classroom into digital learning for the first time, or looking to gain the most benefit out of all your learning options, a blended learning strategy is key. A blended learning strategy can help guide you and your team on making decisions about how to best meet each aspect of an overall performance goal, within a defined budget.


  • It can also help you align your digital tools and platforms in the business to support the booking of workshops, online coaching and virtual classroom sessions, and digital content pull and push. Top tips for getting started with blended learning
  • Revisit a previous project that was delivered either fully in the classroom or purely digitally. Map out an ideal blend as a conceptual experiment. Could you test this approach out?
  • Start testing some mini-blends out. Make some changes to a classroom-based course by providing participants with something like an online diagnostic tool upfront, and provide them with some focused follow-ups such as digital performance-support tools, an elearning practice scenario or an online discussion. Measure the impact.
  • Review a face-to-face session critically. What shouldn’t be there? What doesn’t lend itself to group learning? What would be better off as some personal, digital, training?
  • Review an online course and, as with above, assess what shouldn’t be there. What would be better to do as an online discussion, an assignment, a diagnostic assessment? Break it up into a digital blend – there’s lots of different shapes and sizes of digital learning to play with, after all.

How to create a successful digital corporate learning and development strategy?

Modern learners now actively seek digital answers to their questions and expect digital learning to be part of their workplace offering. And they’re likely to want to use their mobile device to do this.

“96% of people turn to their phone in moments of need, and 76% of employees say that Google is their preferred choice for workplace learning. Modern online learning is sought after and expected.” Explore these and many more stats on the profile of a modern learner.

So, how do you shape or modernize a successful digital learning strategy in your organization, where digital learning, in its many forms, meets the needs of the business and end users across your whole organization?

Is it possible to be people-centered and personal, yet produce online learning efficiently and at scale?


  • Identify performance needs by working with end users
  • Bubble up the most useful content and approaches up from ground level and experts
  • Connect the dots between useful content that already exists
  • Support people to work toward wider developmental goals by helping them navigate the most useful learning experiences, interventions and resources for them.

The key to an effective corporate learning and development strategy is user-centered research. Digging into current habits, needs, trends and opportunities will help your team set up a strategy for success now and in the future.





At IBI Global, we believe that education drives technology not technology drives education since good teachers and experts inspire learners to be lifelong learners.



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