With the expansion of the global workforce, and the continuous shifting of global economic factors, the time for blended learning has arrived. A solid blended learning design makes sense instructionally and economically. But how do we make sure we do it right? What are the hidden blended learning challenges that can create a roadblock to success before we even roll out the program?

This article and its companion address the strategies and solutions for anticipating and minimizing the most common challenges when designing and implementing a blended learning solution, including technical, organizational, and instructional challenges.

The term “blended learning” is used in such disparate ways among learning professionals that it has begun to lose its meaning. In most cases, what is labeled “blended learning” is typically one topic, offered in numerous ways, or a hodgepodge of different training offerings under the same topical umbrella.

What blended learning should mean is:

…. selecting the most appropriate delivery technology, based on learning objectives with consideration of time, place, and space. It is the realization of a harmonic balance of instructional, technical, organizational, and delivery components in support of learner engagement and achievement.

This is the definition of blended learning referenced throughout this pair of articles.

I’ll discuss challenges associated with blended learning in three categories: technology challenges, organizational challenges, and instructional and design challenges. I’ll also provide some examples that will help to identify if there is evidence of a particular challenge in your organization.


Here is an overview of all 10 challenges. Technology and organizational challenges will appear in this article, and I will take up the instructional and design challenges in the companion article.

Technology challenges

  1. Ensuring your participants can be successful using the technology.
  2. Resisting the urge to use technology simply because it is available.

Organizational challenges

  1. Overcoming the idea that blended learning is not as effective as traditional face-to-face learning.
  2. Redefining the role of the facilitator.
  3. Managing and monitoring participant progress.

Instructional and design challenges

  1. Looking at how to teach, not just what to teach.
  2. Matching the best delivery medium to the performance objective.
  3. Keeping online offerings interactive rather than just “talking at” participants.
  4. Ensuring participant commitment and follow through with “non-live” elements.
  5. Ensuring all the elements of the blend are coordinated.

Technology challenges

The technology challenges addressed here are not just about getting technology to work on networks (though that is an important first step), rather, they are concerned with ensuring the success of the program by utilizing and supporting appropriate technologies.

Challenge #1: Ensuring participants can be successful using the technology

As learning technologies become more accessible, a typical response is to use them all. But, just because we can be successful creating content, doesn’t mean our participants can be successful using it. Putting out too much technology too quickly makes blended learning programs appear “trendy,” and participants may not take them seriously.

Also, roadblocks can become detours—meaning that if participants run into technical difficulties that they cannot easily fix, they may abandon the content completely. This lack of technical success can lead to a lack of instructional success, and participants won’t return.

Challenge #1: Solution

To minimize the impact of this challenge, don’t introduce all of the available technologies at once, and use the simplest technology possible to make your point. For example, if your web conferences are typically online conference calls, do you need to include the virtual classroom? Sometimes a telephone by itself is just as effective, and less technologically impactful. Make sure trained support is available for each technology (this is often overlooked) and that the facilitator has the answers to the most common problems.

Example and evidence

Your organization has implemented a new virtual training program using a virtual classroom. You are also implementing a new learning management system to manage all of your training content and programs.

Evidence that participants are experiencing roadblocks to successful utilization of the technology includes:

  • Participants indicate they are not able to access the virtual classroom. Is this a tech issue or a communications problem? Was the incorrect link sent out?
  • The LMS indicates self-directed work is not being completed. Is this an LMS issue? Or a digital content issue?
  • Unexpected increase in IT help desk inquiries regarding the program. You should expect some calls—but how many is too many?
  • Participants aren’t showing up for class, or not doing the self-directed work, and blaming the technology.
  • Feedback from participants regarding the technology is negative. Perhaps the most obvious evidence, but if you don’t ask for the feedback, you won’t get it.

Organizational challenges

Challenge #2: Resisting the urge to use technology simply because it is available

Organizations often implement technologies because they want to rush their returns on investment. Unfortunately, the “We’ve got it, so use it” mentality can drive weak initiatives, resulting in overly complicated designs that don’t meet learning objectives.

Challenge #2: Solution

Resist the temptation to redesign all of your content to the latest learning technology. (“By the end of the year, all of our content will be online in XXX format.”) Start with smaller initiatives, and once the technology works, build on that success and incorporate lessons learned.

Example and evidence

Your organization has just purchased a new virtual classroom platform, video conferencing system, and eLearning development software.

Evidence your organization is not using the technology appropriately includes:

  • The management team has asked the training group to convert all face-to-face programs to a blended format by the end of the year.
  • Training professionals with limited experience with blended learning design and development are charged with ensuring the technology investments are worthwhile.
  • High-profile training programs are identified to be converted to blended learning first, creating a high-risk project.

Management often agrees that blended learning is the correct direction for training initiatives. The problem is not organizational enthusiasm—the problem is a lack of organizational understanding that this is a complex process that needs thought beyond an individual program.

Challenge #3: Overcoming the idea that blended learning is not as effective as traditional classroom training

Participants are attracted to the traditional classroom because they understand that they can be successful learners. They understand their roles, and what is required of them in their behavior, effort, and participation. Online learning technologies change these expectations, and the “safety net” is taken away. Managers often don’t realize the effort it takes for a self-directed program to be successful, and facilitators often don’t have the confidence to fully support the program. These factors, left unaddressed, often result in a failed program.

Challenge #3: Solution

Orientation is the key to overcoming this obstacle. Participants should have an introduction to the entire experience—including expectations about how to install and use technology, and participation, attendance, and completion requirements. Managers should have an orientation about what their employees will be experiencing, and how the managers can help to ensure learning takes place.

You should launch early programs using facilitators who buy into the concept—which is more important than using the facilitator most familiar with the topic in the classroom.

Example and evidence

Your training group has announced its intention to implement blended learning for comptency training, to include virtual classrooms, eLearning, and online assessment.

Evidence that your organization is not convinced that blended learning is as effective as traditional classroom training includes:

  • Low enrollment, or no departments volunteering to be early adopters of the program
  • Negative back-channel chatter about how eLearning “doesn’t work”
  • Potential participants asking if they can watch recordings or indicating the will to wait for the “real class” in a traditional setting

This concludes the initial list of blended learning challenges. In the companion article I will look at the challenges that arise in the instructional design process itself.