The 2024 L&D Guide for Hybrid Teams.pdf

The
2024
L&D Guide
for Hybrid Teams
Ahmar Zaman
KNOLSKAPE Insights Centre
INSIGHTS CENTRE
www.knolskape.com

Overview
Execu琀椀ve Summary
Introduc琀椀on
Chapter 01: Understanding the Hybrid Era
» Exploring the evolu琀椀on of L&D
» Bene昀椀ts and challenges of the hybrid model
Chapter 2: Designing E昀昀ec琀椀ve Learning
Programs for the Hybrid Era
» Principles of Learning Design
» Tips for designing learning programs
that work in both physical and virtual
environments
» Case study on successful hybrid learning
programs:
1. Malaysian Communica琀椀ons and
Mul琀椀media Commission (MCMC)
2. TATA Elxsi
3. Oracle
Chapter 3: Leveraging Technology for L&D
in the Hybrid Era
» Role of Technology in Hybrid Learning
» Latest L&D Technology Trends
» Best Prac琀椀ces for Selec琀椀ng and Implemen琀椀ng
latest L&D Technologies
Chapter 4: Adap琀椀ng Leadership and Coaching
Skills for the Hybrid Era
» Unique Challenges in Managing and Coaching
Remote Teams
» Strategies for Building Trust and Engagement
» Best Prac琀椀ces for Providing E昀昀ec琀椀ve Feedback
Chapter 5: Measuring the Success of L&D
Programs in the Hybrid Era
» Importance of Measuring the L&D Program’s
Success
» Key Metrics for Evalua琀椀ng the E昀昀ec琀椀veness of
Hybrid Learning
» Best Prac琀椀ces for Measuring the ROI of L&D
Chapter 6: Future-proo昀椀ng L&D
in the Hybrid Era
» The Future of L&D
» Emerging Trends in L&D and their Impact on the
Hybrid Model
Way Forward
How KNOLSKAPE can help!
| Overview
This guidebook for 2024 is a comprehensive resource designed to equip
Learning and Development (L&D) leaders with the knowledge and strategies
they need to excel in the evolving landscape of hybrid work and learning.
This guidebook explores the fundamental shi昀琀s occurring in the world of
L&D, including the need for 昀氀exibility, the role of technology, and emerging
trends such as microlearning, AI-driven personaliza琀椀on, and immersive
technologies such as Simula琀椀ons, VR and AR. It delves into cri琀椀cal topics
such as measuring the success of L&D programs and o昀昀ers prac琀椀cal
recommenda琀椀ons for future-proo昀椀ng these ini琀椀a琀椀ves. The guide also
addresses the importance of fostering a hybrid-friendly learning culture and
provides solu琀椀ons to common challenges faced by L&D leaders. With case
studies from leading organiza琀椀ons and valuable appendices, this guide is an
indispensable tool for L&D professionals naviga琀椀ng the hybrid era.
| Content
The 2024 L&D Guide for Hybrid Teams

| Execu琀椀ve Summary
Imagine being at the helm of Learning and Development in an era where change is not only the constant, but
a major driver of growth. As L&D leaders, our role is not just to adapt but to lead the way through the dynamic
landscape of the hybrid era.
To navigate these uncharted waters, the guide discusses the industry best prac琀椀ces
that are more than strategies; they’re pathways to growth and empowerment.
| Embrace Flexibility and Adaptability
Think of L&D as an agile chameleon. Our training programs must seamlessly accommodate both
in-person and remote learners. We have to o昀昀er a rich blend of learning experiences - virtual
classrooms, webinars, and on-demand modules - to ensure our training aligns with the evolving
needs of our workforce.
| Ensure Accessibility
Our doors must be open to all, regardless of loca琀椀on or ability. We’re designing content that’s
inclusive, accommoda琀椀ng various learning styles and needs, and fostering a culture where
everyone has equal access to training resources.
| Leverage Technology Wisely
Technology is our compass in this journey. We’re not just acquiring tools; we’re mastering the
art of using them to enrich the learning experience and gather precious insights for con琀椀nuous
improvement.
| Priori琀椀ze Personaliza琀椀on
One-size-昀椀ts-all training is history. We must embark on a journey of personaliza琀椀on, harnessing
data analy琀椀cs and AI to cra昀琀 tailored learning paths. This ensures that every learner’s journey is
as unique as their role and aspira琀椀ons.
| Implement Agile Content Crea琀椀on
In our realm, content isn’t sta琀椀c; it’s 昀氀uid. We must ensure we’re crea琀椀ng training materials that
adapt and evolve with the changing 琀椀des, ensuring that our content is always fresh and relevant.
Today, we must not merely navigate;
we must thrive in the hybrid era.
Our prac琀椀ces will empower us to enhance skills, engagement, and growth among our employees.
Think of this journey as an adventure - one 昀椀lled with excitement, challenges, and boundless
opportuni琀椀es.
| Measure and Demonstrate ROI
Like diligent accountants, we must track every investment. By se琀�ng clear objec琀椀ves,
benchmarking outcomes, and calcula琀椀ng the Return on Investment (ROI), we can showcase the
tangible value of our training ini琀椀a琀椀ves.
| Foster a Hybrid-Friendly Learning Culture
We’re not just leaders; we’re cul琀椀vators of culture. Learning is a perpetual journey, and every
employee captains their own ship. We must promote knowledge sharing, adaptability, and a
relentless passion for learning.
| Address Challenges with Solu琀椀ons
Challenges are our steppingstones to innova琀椀on. From overcoming resistance to change to
bridging technology gaps and striking the balance between remote and in-person learning, we
must approach challenges with well-considered strategies.
| Learn from Case Studies
We’re not reinven琀椀ng the wheel; we’re drawing wisdom from the pioneers. Real-world case
studies from leading organiza琀椀ons serve as our sources of inspira琀椀on and guidance.

| Introduc琀椀on
The hybrid era refers to a 琀椀me when remote work and virtual learning have
become the new norm. This shi昀琀 has been accelerated by the COVID-19
pandemic, which has forced companies and organiza琀椀ons to adopt remote
work and virtual learning to maintain their opera琀椀ons.
The hybrid era has had a signi昀椀cant impact on the L&D landscape. In the past,
L&D programs were designed for tradi琀椀onal classroom-style training, where
learners would gather in a physical loca琀椀on to receive training. However,
with the rise of the hybrid era, L&D programs have had to adapt to meet the
changing needs of learners who are now working remotely and accessing
training virtually.
One of the most signi昀椀cant impacts of the hybrid era on the L&D landscape is
the need for new approaches to learning design. Learners now expect training
programs that are accessible from anywhere, any琀椀me, and on any device. This
requires L&D professionals to create training that is 昀氀exible, adaptable, and
available in a variety of formats.
Addi琀椀onally, the hybrid era has highlighted the importance of technology
in L&D. Remote work and virtual learning have made it necessary to use
technology to deliver training, communicate with learners, and measure the
success of L&D programs.
Overall, the hybrid era has forced L&D professionals to rethink how they
design, deliver, and measure training. It has required them to be more agile,
crea琀椀ve, and innova琀椀ve in their approach to L&D in 2024 to meet the
changing needs of learners in the hybrid era.

| Chapter 01
Understanding
the Hybrid Era

Previously, L&D programs were primarily designed for tradi琀椀onal classroom-style training, but now they have had to adapt to
meet the changing needs of learners who are working remotely and accessing training virtually.
Virtual training pla琀昀orms have become increasingly popular as a result of the hybrid era.
Virtual training pla琀昀orms have become increasingly popular as a result of the hybrid era. According to a report by Training
Industry, the use of virtual training pla琀昀orms increased by 39% in 2020 due to the pandemic. A report by eLearning Industry
reveals that 98% of organiza琀椀ons used online learning in their L&D programs in 2022. This trend is expected to con琀椀nue with
virtual training pla琀昀orms becoming a permanent 昀椀xture in the L&D landscape. Addi琀椀onally, new approaches to learning design
have emerged in response to the hybrid era. Learners now expect training programs to be 昀氀exible, adaptable, and available in a
variety of formats.
The importance of technology in L&D has been highlighted in the hybrid world. Remote work and virtual learning have made it
necessary to use technology to deliver training, communicate with learners, and measure the success of L&D programs.
The hybrid era has really shaken things up for L&D professionals. They’ve had to completely rethink how they go about designing,
delivering, and measuring training. It’s not just about tradi琀椀onal classroom-style training anymore. They need to be more 昀氀exible,
crea琀椀ve, and innova琀椀ve to keep up with the changing needs of learners who are now working remotely and accessing training
virtually. This means they have to keep evolving and adap琀椀ng their strategies if they want to stay ahead of the curve in the
post-pandemic era.
Organiza琀椀ons that succeed in
connec琀椀ng employees to their culture
can increase employee performance by
up to 37% and reten琀椀on by up to 36% –
indica琀椀ng it is s琀椀ll very much important,
even in a hybrid-working world.
Source: Gartner Research 2022
Exploring the Evolu琀椀on of L&D
98%
of organiza琀椀ons
used online
learning in their
L&D programs
in 2022.
Source:
eLearning Industry

In the realm of learning and development, a cap琀椀va琀椀ng revolu琀椀on has taken place with the advent of the hybrid
model. It’s like blending the best of both worlds, where in-person and virtual learning experiences converge to
create a harmonious symphony of 昀氀exibility, accessibility, and personalized growth opportuni琀椀es.
Picture this: the hybrid model is like a 昀氀exible friend, always there to support you in your learning journey. It
breaks the chains of 琀椀me and geography, allowing you to access valuable knowledge whenever and wherever
it suits you. No more being bound by the constraints of physical loca琀椀ons or rigid schedules. Whether you’re a
sales team sca琀琀ered across di昀昀erent regions or a remote worker, virtual training sessions become your gateway
to honing your skills, elimina琀椀ng travel costs and accommoda琀椀ng your unique availability. In fact, studies show
that 70% of employees now have increased access to learning and development opportuni琀椀es through virtual
pla琀昀orms.
But wait, there’s more! Embracing the hybrid model isn’t just about convenience—it’s a game-changer for your
organiza琀椀on’s 昀椀nances too. It’s like 昀椀nding a hidden treasure chest of cost savings. By blending in-person and
virtual learning, your organiza琀椀on can bid farewell to the he昀琀y expenses of travel, venue rentals, and material
produc琀椀on. Imagine the impact of reducing your overall training costs by 30%, just by incorpora琀椀ng virtual
components into your programs. That’s a signi昀椀cant boost to your bo琀琀om line.
Now, let’s talk about you. With the hybrid model, learning becomes a personalized adventure tailored to
your unique needs and aspira琀椀ons. It’s like having a dedicated mentor who understands your strengths and
weaknesses, guiding you towards reaching your full poten琀椀al. Imagine receiving customized training modules
designed to address your speci昀椀c challenges and help you excel in your role. Whether you’re aiming to enhance
your communica琀椀on skills, leadership capabili琀椀es, or con昀氀ict resolu琀椀on prowess, the hybrid model ensures
that your learning experience is 昀椀nely tuned to your individual growth trajectory.
Scaling new heights and maintaining consistency becomes a breeze with the hybrid model. It’s like having a
compass that guides your organiza琀椀on through uncharted territories. Regardless of the geographical dispersion of
your workforce, the hybrid model enables you to reach every corner of your organiza琀椀on simultaneously. Think of
the possibili琀椀es—a uni昀椀ed training experience delivered consistently, fostering a shared organiza琀椀onal culture and
knowledge base across di昀昀erent loca琀椀ons.
Now, every journey has its obstacles, and the hybrid model is no excep琀椀on. The challenges lie in building the
founda琀椀on that supports this new learning landscape. It’s like construc琀椀ng a sturdy bridge that connects the
virtual world with your organiza琀椀on’s goals. Ensuring robust technology infrastructure is the cornerstone of
success, providing stable internet connec琀椀ons and reliable virtual learning pla琀昀orms. Inves琀椀ng in these resources
paves the way for seamless access to training materials, minimizing any hiccups along the way.
Engaging remote learners and maintaining their a琀琀en琀椀on is akin to capturing 昀椀re昀氀ies in a jar—they’re elusive,
but oh so cap琀椀va琀椀ng. With the hybrid model, you must discover innova琀椀ve ways to keep learners enthralled.
Incorpora琀椀ng interac琀椀ve and immersive learning methods, like gami昀椀ca琀椀on and virtual simula琀椀ons, adds a touch
of magic, making the learning experience not just educa琀椀onal but also enjoyable.
But let’s not forget the human touch. Balancing interac琀椀vity and personal connec琀椀ons is like cra昀琀ing a
masterpiece of collabora琀椀on. While the virtual world o昀昀ers countless possibili琀椀es, it’s essen琀椀al to foster social
connec琀椀ons and peer learning. Imagine virtual spaces that encourage collabora琀椀on, networking, and mentoring,
fostering a sense of community and camaraderie among learners.
Bene昀椀ts and Challenges
of the Hybrid model
Real-world stories reinforce the power of the hybrid model.
Take IBM, for instance, which implemented a hybrid learning approach
and witnessed a staggering 40% reduc琀椀on in training costs while
improving 琀椀me-to-competency by 50%.
Microso昀琀 also embarked on this transforma琀椀ve journey, leveraging
their Microso昀琀 Learn pla琀昀orm to increase employee engagement with
learning content by 30%.

The global workforce has undergone signi昀椀cant and ongoing changes fueled by intense compe琀椀琀椀on, increasing
complexity, and the digital revolu琀椀on. As a result, organiza琀椀ons have shi昀琀ed to remote and hybrid work models,
which are likely to have a las琀椀ng impact. However, this transi琀椀on has raised concerns about talent a琀琀rac琀椀on,
development, and reten琀椀on in non-physical environments.
A prevailing belief that hampers talent development remotely is the no琀椀on that face-to-face learning is the most
e昀昀ec琀椀ve approach. This belief stems from familiarity with tradi琀椀onal classrooms, but it is important to recognize
that physical se琀�ngs are not the only or necessarily the best way to learn. While knowledge may be acquired in
classrooms, ques琀椀ons arise regarding its e昀昀ec琀椀veness and e昀케ciency. Many individuals 昀椀nd themselves having to
self-teach outside of class, quickly forge琀�ng what they learned a昀琀er exams.
Surprisingly, well-designed virtual or blended learning has proven to be as e昀昀ec琀椀ve, if not more so, than
in-person learning. Virtual learning o昀昀ers scalability, 昀氀exibility, and spaced-out experiences that aid in encoding
and reten琀椀on. A meta-analysis of 96 studies revealed virtual learning to have a 19% greater impact on average.
In contrast, in-person experiences o昀琀en compress learning into long hours without 琀椀me for re昀氀ec琀椀on and
prac琀椀ce.
To navigate the challenges posed by the evolving workforce, organiza琀椀ons must recognize the poten琀椀al of
well-designed virtual learning and invest in talent development. Embracing remote and hybrid work, leveraging
technology-enabled pla琀昀orms, and fostering a culture of con琀椀nuous learning are key. By doing so, organiza琀椀ons
can posi琀椀on themselves for success in the digital age and capitalize on the changing landscape of work.
| Chapter 02
Designing E昀昀ec琀椀ve Learning
Programs for the Hybrid Era

There has been a shi昀琀 in learning and assessment, which is moving away from a tradi琀椀onal approach of delivering content to learners and towards a collabora琀椀ve and empowering approach. Learning is no longer solely about preparing
learners for the present or predictable situa琀椀ons, but about equipping them with the skills to thrive in dynamic and evolving contexts. This requires a focus on crea琀椀ng dynamic learning environments, engaging learners ac琀椀vely, and
emphasizing feedback and judgment. Deep understanding and the ability to learn are crucial for success in changing work, market, and community environments.
Here are the 6 principles that can help you design e昀昀ec琀椀ve learning programs:
Principles of Learning Design
01 | Authen琀椀city
Authen琀椀city in learning design emphasizes the performance aspects necessary in real work se琀�ngs. Learner
engagement plays a pivotal role in crea琀椀ng an authen琀椀c learning experience, along with a deep understanding
of the complexi琀椀es and nuances of speci昀椀c professions or voca琀椀ons, including cross-boundary work. While it
may not always be prac琀椀cal or suitable to replicate real work tasks, authen琀椀city can be achieved through the
use of examples, real scenarios, and learning ac琀椀vi琀椀es in courses, even for subjects like Excel pro昀椀ciency. In
short courses or for highly speci昀椀c skills, bringing the intricacies of work into the classroom or
technology-enabled environments is essen琀椀al. This can be accomplished through:
02 | Alignment
The principle of alignment, as described by John Biggs (2003) in construc琀椀ve alignment, emphasizes the coherence
and integra琀椀on of all design elements to form a cohesive whole in the learning process. It involves ensuring that
learning purposes and outcomes, assessment design, learning ac琀椀vi琀椀es, and the learning environment mutually
support each other. When alignment is lacking, the e昀昀ec琀椀veness of the learning experience may be compromised.
In the case of a nine-month course focused on teaching a so昀琀ware accountancy package, a poor design would
involve:
• Poor Design:
» Learning through online content with limited interac琀椀on and prac琀椀cal exercises.
» Neglec琀椀ng adapta琀椀ons and prac琀椀cal applica琀椀ons of the so昀琀ware.
» Overemphasizing technical know-how without developing deep understanding and problem-solving skills.
• Good Design:
» Enhancing course design to align with the complexity of the work.
» Introducing guest speakers and real-world experiences.
» Fostering problem-solving skills and a future-oriented mindset.
» Cul琀椀va琀椀ng deep understanding of the so昀琀ware’s purpose and applica琀椀ons.
» Integra琀椀ng technical and generic skills through complex case studies and collabora琀椀on.
03 | Holis琀椀c Approach
Holis琀椀c design aims to encompass the broader ethics, values, and integra琀椀on of knowledge, skills, and experiences within a profession or occupa琀椀on. It recognizes the inseparability and interconnectedness of learning, the learner, and
the subject ma琀琀er, emphasizing the integra琀椀on of doing, thinking, and being. Holis琀椀c design plays a vital role in cul琀椀va琀椀ng the core essence of a par琀椀cular profession, role, or voca琀椀on.
Rather than viewing learning as a sta琀椀c “thing” or the acquisi琀椀on of isolated “products,” it is seen as an ongoing process of meaningful engagement and par琀椀cipa琀椀on in relevant ac琀椀vi琀椀es (Vygotsky, 1978; Marchand, 2008; Ross,
1999). While speci昀椀c skill prac琀椀ce is essen琀椀al, such prac琀椀ce should not be detached from the complexi琀椀es of the actual work environment. Isola琀椀ng skills from their context can lead to situa琀椀ons where individuals excel in controlled
prac琀椀ce se琀�ngs but struggle when faced with real-world challenges. For example, a cashier may demonstrate high competence on a cash register during prac琀椀ce but struggle when interac琀椀ng with customers or encountering defec琀椀ve
barcodes/labels in a real supermarket se琀�ng.
Peer sharing of
experiences
Tasks re昀氀ec琀椀ng real
work performance
Prac琀椀ce exercises that
integrate technical and
so昀琀 skills
Solving complex
problems based on
real-life examples
Complex
case studies

05 | Judgement
In the learning and assessment processes, the ability of learners to make informed judgements about
their own learning is crucial. Judgement plays a fundamental role in enabling learners to understand
their own work and assess their performance against the required standards. It is closely intertwined
with feedback, both requiring ac琀椀ve learner engagement (Boud & Molloy, 2013).
Designing and facilita琀椀ng judgement in learning necessitates the following steps
(Boud & Molloy, 2013):
By incorpora琀椀ng these steps into the learning design, educators/organiza琀椀ons can foster a culture of
judgement where learners ac琀椀vely assess their own progress and performance, ul琀椀mately enhancing
their learning outcomes.
04 | Feedback
Learners ac琀椀vely engage in a feedback loop involving giving and receiving feedback from peers, educators, work supervisors (where applicable), and self-assessing their own performance. This mul琀椀faceted feedback approach aims
to enhance performance and necessitates discussions from mul琀椀ple sources. Developing an understanding of expected performance quality requires learners to have exposure to diverse experiences and examples. Providing criteria,
rubrics, or outlines empowers students to authen琀椀cally self-assess their work. Prior to summa琀椀ve assessment, incorpora琀椀ng forma琀椀ve self-assessment ac琀椀vi琀椀es is bene昀椀cial for fostering self-directed learners (Hains-Wesson, 2013).
Feedback and opportuni琀椀es for judgment enable learners to perform at the desired quality and level. Implemen琀椀ng mul琀椀ple feedback loops throughout a module or program enables learners to track progress and gain clarity on
performance standards and expecta琀椀ons.
06 | Future-orienta琀椀on
Future-orienta琀椀on encompasses key skills such as cri琀椀cal thinking, crea琀椀vity, and learning to learn, which are o昀琀en referred
to as 21st century skills or the new ‘top 10 skills’. It involves the ability of learners to tackle unknown challenges and non-
standard problems beyond their immediate training.
To e昀昀ec琀椀vely address such challenges, deep understanding of a discipline or process is essen琀椀al. This understanding is
cul琀椀vated through exposure to diverse perspec琀椀ves, including di昀昀erent points of view, conceptual models, ways of thinking,
and beliefs. Cri琀椀cal thinking plays a vital role in evalua琀椀ng various forms and sources of evidence. Addi琀椀onally, future-
orienta琀椀on entails inquiry skills, knowing how to ask the right ques琀椀ons, and gathering relevant data to navigate and
overcome challenges.
In order to make sense of the unfamiliar, “meta-thinking” processes, such as employing big-picture thinking or conceptual
frames, are valuable (Stack & Bound, 2012). By fostering future- orienta琀椀on in learners, educators enable them to develop
the necessary skills and mindset to adapt and thrive in a rapidly evolving world.

Tips for designing
Learning Programs
that work both in the physical
and virtual environments
#1 Devise Learning Journeys
E昀昀ec琀椀ve learning requires comprehensive learning journeys that guide employees through
a structured progression of knowledge and skills. Organize content logically, star琀椀ng from
founda琀椀onal concepts and gradually building complexity. Well-structured learning journeys
help learners understand the relevance of the knowledge and facilitate comprehension
and reten琀椀on.
#2
#6
#4
#5
Make Engaging Content
Create a Suppor琀椀ve Environment
Blended On-demand E-Learning
with Live Virtual Experiences
Manage Energy
Engagement is vital for successful learning experiences. Beyond fun and excitement, make
the content relevant and meaningful to learners. Highlight non-obvious or surprising aspects
and establish the knowledge’s relevance to their roles or professional growth. Present the
content 昀氀uently, promo琀椀ng ease of understanding.
Breakout sessions, where learners collaborate and apply new knowledge to solve problems, are crucial for
e昀昀ec琀椀ve learning. Addi琀椀onally, they provide valuable networking opportuni琀椀es, facilita琀椀ng connec琀椀ons that
may not occur otherwise. Unfortunately, virtual breakout and networking sessions o昀琀en feel unfamiliar and
awkward due to the absence of established norms and schemas.
Norms and schemas are cogni琀椀ve frameworks that guide individuals in understanding social situa琀椀ons and
expected behaviors. Norms are shared standards or rules, such as shaking hands when mee琀椀ng someone, while
schemas organize knowledge, like naviga琀椀ng a virtual mee琀椀ng. In the absence of these frameworks, people
experience discomfort, hindering produc琀椀vity.
To address this:
Be prescrip琀椀ve: Provide clear instruc琀椀ons, assign roles, and establish expecta琀椀ons during breakout sessions or
networking ac琀椀vi琀椀es to make interac琀椀ons natural and comfortable.
Keep it short: Recognize the lack of easy exit op琀椀ons virtually. Shorten networking opportuni琀椀es and provide
conversa琀椀on starters to help par琀椀cipants engage comfortably.
Combine on-demand e-learning resources with live virtual experiences for enhanced outcomes. On-demand
content, such as interac琀椀ve modules and recorded webinars, allows 昀氀exible access to founda琀椀onal knowledge.
Complement it with live virtual sessions led by skilled instructors for feedback, prac琀椀ce opportuni琀椀es, and
dynamic discussions via video-conferencing.
Combat exhaus琀椀on in the hybrid work environment. Incorporate 昀椀ve- to 10-minute breaks for every 30 to 60
minutes of learning, allowing learners to recharge. Emphasize stepping away from desks during breaks, engaging
in enjoyable ac琀椀vi琀椀es, changing views, or having healthy snacks to replenish energy and prevent burnout.
#3 Keep Learners Ac琀椀vely Involved
Maintain learner engagement and a琀琀en琀椀veness throughout the program. U琀椀lize unexpected
polling, encourage contribu琀椀ons, and incorporate interac琀椀ve ac琀椀vi琀椀es. Urge learners to
keep their cameras on during live sessions. Crea琀椀ng an ac琀椀ve learning environment boosts
engagement and e昀昀ec琀椀ve knowledge absorp琀椀on.

| The Objec琀椀ve
MCMC was looking to enhance the leadership bench strength (Head of
Departments and Directors) across two signi昀椀cant areas:
» A mindset change towards outward thinking and ecosystem thinking
» Equip par琀椀cipants with the necessary knowledge and skills to be
Sustainable Leaders with Digital Leadership capabili琀椀es
| The Solu琀椀on
KNOLSKAPE custom-designed the All-Star Development Program
aimed as a launch pad for a three-year digital leadership journey to
address the gaps in digital-ready leaders. The All Star is a 3-month
highly immersive, simula琀椀on-based blended program that emphasizes
business and digital modules within the business and the external
strategic context of MCMC.
98 par琀椀cipants across 3 batches have experienced a compelling blend
of simula琀椀on-based virtual training, knowledge checks to measure
learning transfer, and ac琀椀on tasks for immediate workplace applica琀椀on.
Designed to ful昀椀ll MCMC’s leadership traits and competencies, the
digital-focused learning topics covered:
» Developing Business Acumen
» Networked Leadership and Driving Digital Transforma琀椀on
» Sensemaking Leadership and Cri琀椀cal Thinking for Be琀琀er Decision-
Making
» Design Leadership and Driving Innova琀椀on through Design Thinking
» Agile Leadership and The Agile Way of Working
The program comprised of:
» An assessment of digital leadership mindsets and behaviors to benchmark the
par琀椀cipants’ exis琀椀ng pro昀椀ciency on digital mindsets and capabili琀椀es prior to
development.
» Facilitator-led virtual workshops on various digital competencies required to
prepare the leaders for the future.
» Simula琀椀on-driven applica琀椀on exercises to provide safe prac琀椀ce of learning.
» Knowledge checks to evalua琀椀on learning reten琀椀on and recall
| KNOLSKAPE’s Value-Add
The All-Star program designed for MCMC was the 昀椀rst of its kind for any regulatory
body across the world. Leveraging KNOLSKAPE’s Leading NEXT por琀昀olio – courses
aimed at developing future skills that help leaders create a transforma琀椀ve outcome,
and the Digital Leadership Assessment – a tool designed to benchmark pro昀椀ciencies
on digital leadership competencies, the en琀椀re design is housed on KNOLSKAPE’s
Ak琀椀vLearn Plus learning pla琀昀orm, a昀昀ording the learners a single sign-on access
to the program. KNOLSKAPE’s Leading NEXT por琀昀olio of solu琀椀ons is built on the
trademarked Digital BLUR™ framework, where BLUR is an acronym de昀椀ning the four
major shi昀琀s the world is currently undergoing:
» Boundary-less Organiza琀椀ons
» Limitless Digi琀椀za琀椀on
KNOLSKAPE’s Digital BLUR™ framework also outlines the mindsets and skillsets
required for leaders and organiza琀椀ons to manage and navigate through the current
business models arising from the four major shi昀琀s in the business landscape.
| The Learning Impact
» Learner Feedback: MCMC All-Star Development Program received an average
learner feedback score of 9.2/10 from the par琀椀cipants.
» Par琀椀cipa琀椀on and Comple琀椀on: The learners’ cohort saw a 96.55% comple琀椀on rate
across the digital leadership assessment, Simula琀椀on, Ac琀椀on Tasks and Post-Journey
Knowledge checks.
» Learner Performance against outcomes outlined at the start of the program:
» On average, the cohort demonstrated an overall improvement of 8.1% on the
digital mindsets and behaviors post the learning interven琀椀on.
» On behaviors that can be developed independently, such as outside-in awareness,
networking, fail fast and learning agility, innova琀椀on and talent dexterity, the
group has demonstrated an average improvement of 14.45% post the learning
interven琀椀on.
CASE STUDY ON SUCCESSFUL HYBRID LEARNING PROGRAMS
The All-Star Program by
Malaysian Communica琀椀ons
and Mul琀椀media Commission
(MCMC) in collabora琀椀on
with KNOLSKAPE
| Learners’ Tes琀椀monials
“Interes琀椀ng way of learning.”
“Good session and approach looking into digital transforma琀椀on.”
“Clear dis琀椀nc琀椀on in op琀椀ons between ge琀�ng people to learn and
providing awareness to them.”
“Great session on our biases.”
| Client’s Tes琀椀monial
“The development of our All-Star Development Programme
together with our learning partner KNOLSKAPE has been
a huge success to prepare our tac琀椀cal leaders to be leaders
of tomorrow. The program focuses on leading digital
transforma琀椀on and is delivered with advanced gami昀椀ca琀椀on
and simula琀椀on technologies on KNOLSKAPE pla琀昀orm.”
– Dr. Murugappan
Chief Human Resources O昀케cer
Malaysian Communica琀椀ons and Mul琀椀media Commission
(MCMC)
» Unbounded Innova琀椀on
» Relentless Itera琀椀on
MCMC and KNOLSKAPE
won the Gold Award
at the pres琀椀gious
Brandon Hall Technology
Excellence Awards 2023
for this program in the
‘Best Advance in Gaming
or Simula琀椀on Technology’
category

| The Objec琀椀ve
Tata Elxsi wanted to iden琀椀fy its high poten琀椀al young leads
(3-10 years of work experience) and create an engaging
development journey so that they are ready to take up
leadership roles in the organiza琀椀on. The idea was to ensure
the iden琀椀昀椀ca琀椀on and development of young talent.
| The Solu琀椀on
KNOLSKAPE developed the ‘Young Leads Program’ in
which the high poten琀椀al young leads were iden琀椀昀椀ed
through KNOLSKAPE’s Virtual Assessment Center (VAC)
comprising Psychometric tools, Games and Simula琀椀ons.
The selected Young Leads underwent a 昀椀ve-month blended
experien琀椀al learning journey. The development journey
consisted of Pre and Post Assessments, Virtual Learning,
Gami昀椀ed Simula琀椀ons, Pre-Reads, as well as Ac琀椀on Plans for
implementa琀椀on of learnings at the workplace.
The solu琀椀on was designed such that it addresses the
mindset, skillsets and behavioral challenges to enable
performance. The mindset shi昀琀 starts with the Young Leads
understanding the need for change, buying into the ideas,
and realizing how crucial this change is for the success of
themselves and the organiza琀椀on. The program focused on
applying and prac琀椀cing the new skills required for the shi昀琀
from the posi琀椀on of an individual contributor to a people
manager’s role.
KNOLSKAPE added great value to Tata Elxsi’s e昀昀orts as part of the ‘Young Leads Program’
by addressing various business needs and problems through the following measures:
» A reliable, scien琀椀昀椀c method for the selec琀椀on of high poten琀椀al young leads through
VAC, Simula琀椀ons, and Gami昀椀ed Learning.
» A holis琀椀c learning approach through the Assessment Report, 180 Degree feedback
Report and Learning Journey comprising programs based on use-cases such as Leading
Self, Leading Others, Leading Business, Leading Digital Execu琀椀on, etc.
» A Mentoring Program that developed young leads to prepare their Career Plans as well
as Individual Development Plans with feedback and follow-up.
» Structured learning approach comprising of Simula琀椀ons and Self-Paced Learning as a
Development Path for the sta昀昀 who were unable to qualify to become a Young Lead.
» Knowledge Assessments – Pre and Post the learning journey.
| Learning Impact of the Program
» Simple and customized selec琀椀on of 309 High Poten琀椀al Young Leads from 850
applicants, based on the role competencies.
» Most of the par琀椀cipants scored 16 to 20 points (out of 25) in the Post Assessment
indica琀椀ng signi昀椀cant knowledge gain (Majority was between 11-15 points in the Pre-
Assessment).
» Areas such as agility, ownership, perseverance, collabora琀椀on, thinking big, growth
mindset, and transparency which were compara琀椀vely lower were addressed.
» Sta昀昀 Engagement increased and the company saw a reduc琀椀on in turnover of the high
poten琀椀al by 5% against the en琀椀re workforce average.
» Overall Feedback Score of the program was 4.6 out of 5 (92%).
| Client’s Tes琀椀monial
“The Young Leads program has contributed to the
reten琀椀on of the sta昀昀. The average sta昀昀 turnover is
19.1% at Tata Elxsi whereas, among the young leads,
it is at 14% and mini leads is at 15%. Clearly there is
a 5% di昀昀erence on an average from the perspec琀椀ve of
sta昀昀 reten琀椀on.
I would like to thank KNOLSKAPE, the Talent
Engagement and Development team (TED Team)
for co-crea琀椀on – design and implementa琀椀on in
collabora琀椀on with Employee Connect Tata Elxsi HR
Team (EC-HR) and the Think Tank comprising of
nominated members from the Business units for the
success of the program. We now have a successful
program which ensures selec琀椀on, development,
reten琀椀on of high poten琀椀als in our organiza琀椀on”.
– S. Rajagopalan
Head Human Resources
Tata Elxsi Limited, Bangalore, India
KNOLSKAPE’s
‘Young Leads Program’
for Tata Elxsi
KNOLSKAPE
bagged the Brandon
Hall Group Silver
Excellence Award
2022 in the ‘Best
Advance in Gaming
or Simula琀椀on’
category for TATA
Elxsi.

| The Objec琀椀ve
Oracle India wanted to develop the mindset and skills of 1441 of
its senior, principal, and senior principal consultants on speci昀椀c
competencies. The organiza琀椀on needed to create a Learning
journey which would be a holis琀椀c learning experience across their
competencies. They highlighted the following problem areas amongst
the L4 consultants:
» Networking skills
» Impac琀昀ul Communica琀椀on
» Personal Branding
» Asser琀椀ve communica琀椀on
For the L5 and L6 consultants, Oracle and KNOLSKAPE iden琀椀昀椀昀椀ed the
following areas of improvement:
» Proac琀椀ve approach and mindset
» Leading from front and in昀氀uencing teams
» Sense of ownership
» Decision making to deal with ambiguity
» Personalized communica琀椀on based on stakeholder’s style
» Collabora琀椀on and think out of silos
The ask was for an engaging, immersive, and contextualized curated
VILT from KNOLSKAPE’s library and for expert facilitators to deliver
immersive learning programs / self-paced courses that would focus on
developing deep skills in the required areas of exper琀椀se.
» Cri琀椀cal decision making
» Proac琀椀ve approach
» Planning and priori琀椀zing
| The Solu琀椀on
KNOLSKAPE designed the Consultant Development Program (CDP), a series of VILT
(Virtual Instructor-led training) programs for Oracle’s L4, L5 and L6 consultants that
included:
» O昀昀erings to L4:
» In昀氀uencing Skills for Leading without Authority – ChangeQuest simula琀椀on
» Building Trust – Trust simula琀椀on
» Cri琀椀cal Thinking for be琀琀er Decision-Making – GrandPrix simula琀椀on
» Organizing and Priori琀椀za琀椀on – Inbox simula琀椀on
» O昀昀erings to L5 & L6:
All the other o昀昀erings were the same as for L4 but instead of including Inbox
simula琀椀on, which is for personal execu琀椀on, L5 and L6 were o昀昀ered Coaching
simula琀椀on, which is for team execu琀椀on.
| Learning Impact of the Program
» Overall feedback score: 4.5/5
KNOLSKAPE adopted a trifold learning approach to address the unique training
requirements of the di昀昀erent cohorts of learners at Oracle:
» Developing Mindset:
» We believe that change needs to start with individuals understanding the need for
change, buying into the idea, and realizing that there needs to be a mindset shi昀琀 in
order for the change to be successful.
» For the employees to change the way they manage their teams, they need to self-
re昀氀ect and iden琀椀fy what mindset is required for them to shi昀琀 to managing and
developing their teams.
» Building Skillset:
» To shi昀琀 from tower level management to managing an engagement, we guide
par琀椀cipants to learn new skillsets and go through a process of unlearning and
relearning.
» Transforming Behavior:
» We understand that the change inmindset and skillset will only be complete when the
employees display appropriate behaviors in their everyday work context.
» For them to make the behavioral shi昀琀, they are provided a safe learning environment
to apply and prac琀椀ce these skills.
KNOLSKAPE’s
‘Consultant Development
Program’ for Oracle
| Learners’ Tes琀椀monials
“Engaging, interes琀椀ng and informa琀椀ve sessions.”
“Session was engaging, and the examples and
simula琀椀ons used were relatable to our projects
as well.”
“The presenta琀椀ons and case study presented was
really engaging and helpful.”

A report by Gartner predicts that by 2025, 70% of all enterprises will have adopted AI in some form, which
includes AI-powered L&D solu琀椀ons.
In the ever-evolving landscape of L&D, the role of technology has become paramount, especially in the era of
hybrid learning. As professionals and organiza琀椀ons adapt to the demands of a post-pandemic world, technology
is not just a tool; it’s the bridge that connects learners and knowledge in a seamless and e昀케cient manner. In this
note, we’ll delve into the mul琀椀faceted role of technology in hybrid learning, explore the latest trends, including
the fascina琀椀ng realm of learning simula琀椀ons, and provide best prac琀椀ces for selec琀椀ng and implemen琀椀ng L&D
technology.
| Chapter 03
Leveraging Technology
for L&D in the Hybrid Era

Role of Technology
in Hybrid Learning
Latest L&D
Technology Trends
The hybrid learning model represents a fusion of tradi琀椀onal, face-to-face instruc琀椀on and online learning. Technology plays a pivotal role in making this
blend e昀昀ec琀椀ve, o昀昀ering bene昀椀ts such as 昀氀exibility, accessibility, and personaliza琀椀on.
In a hybrid learning environment, technology acts as an enabler, allowing learners to access course materials, collaborate with peers, and interact with
instructors irrespec琀椀ve of their geographical loca琀椀on. For instance, the rise of virtual classrooms and video conferencing tools like Zoom and Microso昀琀
Teams have facilitated real-琀椀me interac琀椀ons, fostering engagement even in remote setups.
Moreover, technology enhances the learning experience through personalized content delivery. Adap琀椀ve learning algorithms, for example, analyze
individual progress and adapt coursework to suit each learner’s needs. This approach not only improves knowledge reten琀椀on but also promotes self-
directed learning.
The L&D landscape is con琀椀nually evolving, and staying abreast of
the latest trends is crucial for e昀昀ec琀椀ve training. One of the most
cap琀椀va琀椀ng trends in recent years is the integra琀椀on of learning
simula琀椀ons.
Learning simula琀椀ons are immersive experiences that replicate real-
world scenarios. They provide learners with hands-on experience
without real-world consequences. For example, healthcare
professionals can prac琀椀ce complex surgical procedures in a risk-
free virtual environment.
According to a report by MarketsandMarkets, the
global simula琀椀on so昀琀ware market is projected to
reach $26.9 billion by 2027.
Gami昀椀ca琀椀on is another noteworthy trend. Incorpora琀椀ng
game elements into learning modules boosts engagement and
mo琀椀va琀椀on. Tata Elxsi u琀椀lized gami昀椀ca琀椀on in their young leaders’
training. As a result, they saw a 5% decrease in the a琀琀ri琀椀on of
high-poten琀椀als against the en琀椀re workforce average.
Addi琀椀onally, the use of Ar琀椀昀椀cial Intelligence (AI) in L&D is gaining
momentum. AI can analyze vast amounts of learner data to provide
personalized recommenda琀椀ons, thus improving overall learning
outcomes.
A study by Deloi琀琀e found that companies that
use AI for L&D have a 24% higher pro昀椀t margin.

Selec琀椀ng and implemen琀椀ng L&D technology requires careful considera琀椀on.
Here are some best prac琀椀ces to guide you:
Technology is the linchpin of successful L&D in the hybrid era. Learning simula琀椀ons, gami昀椀ca琀椀on, and AI are just a glimpse of the exci琀椀ng possibili琀椀es that technology brings to the table. By following best prac琀椀ces and leveraging these
trends, organiza琀椀ons can create a learning environment that is not only e昀昀ec琀椀ve but also adap琀椀ve and engaging, fostering con琀椀nuous growth and development for their workforce. As Bill Gates aptly said, “Technology is just a tool. In
terms of ge琀�ng the kids working together and mo琀椀va琀椀ng them, the teacher is the most important.” In today’s context, technology ampli昀椀es the impact of that teacher, enabling learning to transcend boundaries and thrive in the hybrid
era.
Best Prac琀椀ces for Selec琀椀ng and
Implemen琀椀ng latest L&D Technologies
| Needs Assessment
Begin with a thorough assessment of your
organiza琀椀on’s speci昀椀c L&D needs. Consider
factors such as the type of content, learner
demographics, and desired outcomes.
| Scalability
Ensure that the chosen technology can scale
with your organiza琀椀on’s growth. Scalability is
crucial to accommodate a larger workforce or
evolving training needs.
| User-Friendly Interface
Opt for user-friendly pla琀昀orms that require
minimal training. This encourages adop琀椀on
and reduces learning curve barriers.
| Data Analy琀椀cs
Choose a system that o昀昀ers robust analy琀椀cs.
Data-driven insights enable con琀椀nuous
improvement by iden琀椀fying areas where
learners may struggle.
| Feedback Mechanisms
Implement mechanisms for ongoing feedback
from learners and trainers. Regular input
can help re昀椀ne the learning experience.
| Pilot Tes琀椀ng
Before full-scale implementa琀椀on, conduct
pilot tests with a small group. This allows
for 昀椀ne-tuning and iden琀椀昀椀es poten琀椀al issues.

In the age of the hybrid workforce, leadership and coaching skills must evolve to meet the unique challenges
posed by remote and in-person teams coexis琀椀ng. As leaders, it’s impera琀椀ve to navigate these uncharted waters
with 昀椀nesse, ensuring that teams remain cohesive, mo琀椀vated, and produc琀椀ve. This note delves into the
nuances of adap琀椀ng leadership and coaching skills to thrive in the hybrid era, supported by industry sta琀椀s琀椀cs,
data, and references from authorita琀椀ve reports.
| Chapter 04
Adap琀椀ng Leadership and
Coaching Skills for the Hybrid Era

Managing and coaching remote teams presents dis琀椀nct challenges, as highlighted by various industry reports:
20%
of remote workers cited communica琀椀on and collabora琀椀on as their top
challenge when working remotely. This emphasizes the signi昀椀cance of e昀昀ec琀椀ve
communica琀椀on in remote team management.
Source: Bu昀昀er and AngelList
29%
remote employees are more likely to feel isolated compared to their in-o昀케ce
counterparts (19%). This isola琀椀on can nega琀椀vely impact engagement and
produc琀椀vity.
Source: Gallup
49%
remote employees reported an increase in working hours. As a result, they
some琀椀mes struggle with maintaining work-life balance. This underscores the
importance of addressing burnout and well-being.
Source: McKinsey & Company (report on remote work during the COVID-19 pandemic)
Unique Challenges in Managing
and Coaching Remote Teams
Strategies for Building Trust
and Engagement
Building trust and engagement in a hybrid team environment is essen琀椀al for success, and industry data
supports this:
• A study published in Harvard Business Review found that remote workers are more likely to feel le昀琀 out and
disconnected from their in-o昀케ce counterparts. This highlights the need for inclusivity and ac琀椀ve e昀昀orts to
bridge the gap.
• The Global Workplace Analy琀椀cs report indicates that 80% to 90% of the U.S. workforce would like to
telework at least part-琀椀me, showcasing the demand for 昀氀exible work arrangements. Responding to this
demand can boost engagement and reten琀椀on.
• In their book “Remote: O昀케ce Not Required,” Jason Fried and David Heinemeier Hansson emphasize
the importance of asynchronous communica琀椀on for remote teams, ci琀椀ng it as a key factor in achieving
produc琀椀vity and work-life balance.

E昀昀ec琀椀ve feedback is a cornerstone of leadership and coaching, and industry research
underscores its signi昀椀cance:
• A study published in the Harvard Business Review found that employees who
receive regular feedback are three 琀椀mes more likely to be engaged than those
who don’t. This highlights the posi琀椀ve impact of feedback on engagement.
• A report by Gallup reveals that only 26% of employees strongly agree that the
feedback they receive helps them do be琀琀er work. This indicates the need for
improved feedback prac琀椀ces to enhance performance.
• In their report, “The State of Remote Work,” Bu昀昀er noted that 43% of remote
workers struggle with loneliness. E昀昀ec琀椀ve feedback, both posi琀椀ve and
construc琀椀ve, can combat feelings of isola琀椀on and enhance engagement.
By recognizing and addressing the unique challenges, employing strategies backed by
data to build trust and engagement, and mastering the art of e昀昀ec琀椀ve feedback, you
can lead your hybrid team to new heights of success in this dynamic era of work.
As Winston Churchill aptly said, “To improve is to change; to be perfect is to change
o昀琀en.” Adap琀椀ng your leadership and coaching approach is not just a necessity; it’s an
opportunity to foster innova琀椀on, resilience, and inclusivity within your teams.
Best Prac琀椀ces for Providing
E昀昀ec琀椀ve Feedback

In the dynamic landscape of Learning and Development (L&D), measuring the success of programs has become
more cri琀椀cal than ever, par琀椀cularly in the hybrid era where the workforce is dispersed across physical and virtual
spaces. E昀昀ec琀椀ve measurement not only jus琀椀昀椀es investments but also guides improvements for future training
ini琀椀a琀椀ves. In this note, we explore the importance of measuring L&D program success, delve into key metrics
for evalua琀椀ng hybrid learning, and discuss best prac琀椀ces for measuring the return on investment (ROI) of L&D
programs in the hybrid era.
Measuring the success of Learning and Development (L&D) programs is not just a formality; it’s the lifeblood
of an organiza琀椀on’s growth strategy. Here, we’ll delve deeper into the signi昀椀cance of each aspect men琀椀oned,
supported by industry sta琀椀s琀椀cs, examples, and case studies.
| Chapter 05
Measuring the Success of L&D

| Jus琀椀昀椀ca琀椀on of Investments
Leadership o昀琀en needs solid evidence that their investments in L&D are jus琀椀昀椀ed, par琀椀cularly in a business
environment where every expenditure is closely scru琀椀nized.
According to a report by Deloi琀琀e, organiza琀椀ons that spend more on employee training and development tend
to outperform their peers in terms of revenue growth. Companies that invest in training generate 24% more
pro昀椀t than those that spend less.
Amazon, known for its robust L&D ini琀椀a琀椀ves, has seen substan琀椀al returns on its investments. The company
o昀昀ers a program called “Career Choice” where they pre-pay 95% of tui琀椀on and fees for employees to earn
cer琀椀昀椀cates or degrees. This investment not only boosts employee morale but also contributes to Amazon’s
bo琀琀om line through improved employee performance and reten琀椀on.
| Con琀椀nuous Improvement
L&D programs are not sta琀椀c; they must evolve to remain e昀昀ec琀椀ve. Evalua琀椀on is the compass that guides this
evolu琀椀on.
A study by PwC found that companies that ac琀椀vely invest in employee training and development programs
are 11% more likely to be high-performing organiza琀椀ons.
| Tailored Learning
In the age of personaliza琀椀on, one-size-昀椀ts-all training is less e昀昀ec琀椀ve. Data-driven insights allow organiza琀椀ons
to tailor learning experiences to individual needs.
A report by Towards Maturity revealed that 94% of organiza琀椀ons that use learning analy琀椀cs to improve the
learner experience report a posi琀椀ve impact on learner engagement.
KNOLSKAPE u琀椀lizes data analy琀椀cs to provide personalized course recommenda琀椀ons to users based on their
skills, preferences, and career goals. This personaliza琀椀on has led to increased user engagement and comple琀椀on
rates.
| Business Impact
Ul琀椀mately, L&D programs are not just about skills acquisi琀椀on; they’re about driving business outcomes.
According to a report by the Associa琀椀on for Talent Development (ATD), companies that o昀昀er comprehensive
training programs have 218% higher income per employee than those with less comprehensive training.
Google’s “Googleyness” training program is an excellent example. By aligning their training with Google’s core
values and culture, they’ve not only improved employee performance but also contributed to Google’s posi琀椀on as
one of the most desirable workplaces in the world.
In the words of Peter Drucker, “What gets measured gets improved.” In the hybrid era, where agility and
adaptability are paramount, the importance of measurement cannot be overstated. It’s not just a ma琀琀er of ensuring
that investments are jus琀椀昀椀ed; it’s about constantly evolving and tailoring training to maximize its impact on
business outcomes. Organiza琀椀ons that recognize the heartbeat of their growth lies in the measurement of L&D
programs will thrive in this ever-evolving landscape.
Importance of Measuring the
L&D Program’s Success

In the hybrid era, where the workplace is evolving to incorporate both in-person and remote learning, evalua琀椀ng
the e昀昀ec琀椀veness of these programs is crucial for informed decision-making and con琀椀nuous improvement. Let’s
delve deeper into the signi昀椀cance of key metrics.
01 | Engagement Rates
Engagement is a reliable indicator of the e昀昀ec琀椀veness of a learning program. Higher engagement
rates suggest that learners are ac琀椀vely par琀椀cipa琀椀ng and 昀椀nding value in the content.
According to a report by the eLearning Industry, organiza琀椀ons that use technology-enabled
learning see a 50% boost in employee engagement.
Microso昀琀 Teams has seen remarkable success in promo琀椀ng engagement. Their pla琀昀orm o昀昀ers
a variety of interac琀椀ve features such as chat, video conferencing, and document collabora琀椀on.
During the pandemic, Microso昀琀 Teams saw a surge in usage, with 115 million daily ac琀椀ve users
as of October 2020, illustra琀椀ng the e昀昀ec琀椀veness of their hybrid collabora琀椀on and learning tools.
02 | Knowledge Reten琀椀on
Learning is only valuable if knowledge is retained. Assessing knowledge reten琀椀on helps
determine if the training methods are e昀昀ec琀椀ve.
Research by the American Psychological Associa琀椀on suggests that spaced repe琀椀琀椀on, a
technique o昀琀en used in e-learning, can improve knowledge reten琀椀on by up to 50%.
Duolingo, a language learning app, employs spaced repe琀椀琀椀on to enhance knowledge reten琀椀on.
Users who prac琀椀ce daily for 3-4 hours with the app can learn the equivalent of one university
semester of language educa琀椀on.
03 | Performance Improvement
Ul琀椀mately, the goal of any training program is to enhance job performance. Assessing
performance improvement provides tangible evidence of the program’s impact.
According to a study by LinkedIn, 94% of employees say they would stay at a company longer if
it invested in their learning and development, demonstra琀椀ng the direct link between training
and performance.
04 | Feedback and Surveys
Feedback from learners provides valuable insights into the quality, relevance, and delivery of
training content. High sa琀椀sfac琀椀on levels indicate that the program meets learners’ needs.
A study by the Brandon Hall Group found that 78% of organiza琀椀ons that collect feedback from
learners report improved organiza琀椀onal performance.
KNOLSKAPE gathers feedback from learners through course evalua琀椀ons. This data helps them
re昀椀ne course content and delivery. Their user sa琀椀sfac琀椀on ra琀椀ngs have consistently remained high,
contribu琀椀ng to its status as a leading pla琀昀orm in the online learning industry.
The metrics for evalua琀椀ng the e昀昀ec琀椀veness of hybrid learning are essen琀椀al for organiza琀椀ons seeking to maximize
the impact of their training programs. Engagement rates, knowledge reten琀椀on, performance improvement,
feedback, and cost savings provide a holis琀椀c view of the program’s success. As organiza琀椀ons con琀椀nue to adapt to
the hybrid era, these metrics serve as a compass to ensure that learning programs remain relevant, engaging, and
cost-e昀昀ec琀椀ve. They provide the data needed to make informed decisions and con琀椀nuously enhance the learning
experience for employees.
05 | Time and Cost Savings
In the business world, e昀케ciency is key. Assessing 琀椀me and cost savings achieved through hybrid
learning compared to tradi琀椀onal methods demonstrates the return on investment (ROI).
The eLearning Industry reports that organiza琀椀ons can save 50-70% on training costs when they
switch to e-learning methods.
IBM’s shi昀琀 to virtual instructor-led training (VILT) and e-learning signi昀椀cantly reduced travel
expenses and training down琀椀me. By embracing hybrid learning, IBM achieved cost savings of
over $579 million in just one year.
Key Metrics for Evalua琀椀ng the
E昀昀ec琀椀veness of Hybrid Learning Success

04 | Calculate ROI
Calcula琀椀ng ROI involves comparing the costs of training with the bene昀椀ts, including produc琀椀vity gains,
reduced turnover, and improved performance. This 昀椀nancial perspec琀椀ve is essen琀椀al for evalua琀椀ng the
overall impact of L&D programs.
A report by the Associa琀椀on for Talent Development (ATD) found that organiza琀椀ons that calculate the
ROI of their training programs are more likely to report that their programs are e昀昀ec琀椀ve.
Cisco Systems is known for its comprehensive training programs. By calcula琀椀ng ROI, they determined
that their technical cer琀椀昀椀ca琀椀on programs not only resulted in improved employee performance
but also contributed to substan琀椀al cost savings due to reduced turnover and increased customer
sa琀椀sfac琀椀on.
05 | Con琀椀nuous Monitoring
L&D programs should not be sta琀椀c. Con琀椀nuous monitoring allows organiza琀椀ons to track progress,
gather feedback, and make adjustments based on evolving needs.
A survey by Training Magazine revealed that 60% of organiza琀椀ons conduct post-training evalua琀椀ons
to assess the e昀昀ec琀椀veness of their programs.
Measuring the ROI of L&D programs in the hybrid era is not just a ma琀琀er of crunching numbers; it’s
a strategic approach that involves clear objec琀椀ves, benchmarking, reliable data collec琀椀on, 昀椀nancial
analysis, and con琀椀nuous monitoring. These best prac琀椀ces ensure that L&D ini琀椀a琀椀ves are not only
cost-e昀昀ec琀椀ve but also aligned with organiza琀椀onal goals and adaptable to changing circumstances. By
adop琀椀ng these prac琀椀ces, organiza琀椀ons can demonstrate the value of their L&D investments and drive
con琀椀nuous improvement in employee development programs.
In the ever-evolving landscape of Learning and Development (L&D), measuring the return on investment (ROI) of programs
is essen琀椀al to jus琀椀fy expenditures and ensure that training ini琀椀a琀椀ves align with organiza琀椀onal objec琀椀ves. Here, we will
elaborate on each best prac琀椀ce men琀椀oned, supported by industry sta琀椀s琀椀cs, examples, and case studies.
01 | De昀椀ne Clear Objec琀椀ves
Clear and speci昀椀c objec琀椀ves are the founda琀椀on for measuring ROI. They provide a clear direc琀椀on and help organiza琀椀ons
understand what they aim to achieve through their L&D programs.
According to a study by the Brandon Hall Group, organiza琀椀ons that set speci昀椀c learning objec琀椀ves are 46% more likely to
report improvement in overall business performance.
General Electric (GE) is renowned for its employee training programs. When they introduced the “GE Crotonville” leadership
development program, they de昀椀ned speci昀椀c objec琀椀ves, such as enhancing leadership skills and improving employee
reten琀椀on. As a result, they saw signi昀椀cant improvements in leadership capabili琀椀es and a reduc琀椀on in turnover.
02 | Use Benchmarking
Benchmarking allows organiza琀椀ons to compare their L&D outcomes with industry standards, providing a broader
perspec琀椀ve on e昀昀ec琀椀veness and compe琀椀琀椀veness.
A report by Training Industry found that 76% of organiza琀椀ons use external benchmarking data to evaluate their training
e昀昀ec琀椀veness.
The pharmaceu琀椀cal company P昀椀zer u琀椀lized benchmarking to assess its compliance training program. By comparing their
program to industry benchmarks and best prac琀椀ces, they iden琀椀昀椀ed areas for improvement and achieved a 20% reduc琀椀on in
compliance-related incidents.
03 | Collect Data Reliably
Reliable data collec琀椀on methods are essen琀椀al for accurate ROI assessment. Automated systems can help ensure consistency
and minimize data discrepancies.
A survey by LinkedIn Learning found that 58% of learning and development professionals believe that technology and data
analy琀椀cs are cri琀椀cal to the future of L&D.
Walmart employs an automated learning management system (LMS) to track and record employee training data. This
technology ensures data accuracy and consistency across their vast workforce, facilita琀椀ng ROI measurement and program
improvements.
Best Prac琀椀ces for Measuring the ROI
of L&D Programs in the Hybrid Era

The Learning and Development (L&D) landscape is undergoing a profound transforma琀椀on in the hybrid era, where work
and learning coexist in both physical and virtual realms. To navigate this evolving terrain successfully, organiza琀椀ons
must take proac琀椀ve steps to future-proof their L&D ini琀椀a琀椀ves. In this chapter, we will explore the future of L&D in the
hybrid era, analyze emerging trends, and provide recommenda琀椀ons for future-proo昀椀ng L&D programs.
| Chapter 06
Future-proo昀椀ng L&D
in the Hybrid Era

The future of Learning and Development (L&D) in the hybrid era is an exci琀椀ng journey into a dynamic landscape
where adaptability and innova琀椀on are paramount. This sec琀椀on elaborates on the key characteris琀椀cs of this future.
01 | Personaliza琀椀on
Personaliza琀椀on in L&D is about tailoring learning experiences to individual needs and preferences, ensuring that
employees are engaged and mo琀椀vated to learn.
According to a survey by Towards Maturity, 82% of L&D professionals believe that
personalized learning improves employee engagement, and 62% report that it
enhances overall performance.
Amazon Web Services (AWS) o昀昀ers personalized learning paths through its AWS Training and Cer琀椀昀椀ca琀椀on
program. Learners receive recommenda琀椀ons based on their skills, job role, and career goals. This approach has led
to a signi昀椀cant increase in course comple琀椀on rates and cer琀椀昀椀ca琀椀on achievements.
02 | Blended Learning
Blended learning combines in-person and virtual elements, op琀椀mizing accessibility and e昀昀ec琀椀veness.
A report by Training Industry found that 74% of companies currently use blended
learning, and 92% plan to increase their use of it in the future.
KNOLSKAPE’s learning journeys are great examples of blended learning. These journeys combine in-person
workshops with online resources and simula琀椀ons, empowering employees to build skills at their own pace while
bene昀椀琀椀ng from in-person guidance when needed.
03 | Data-Driven Decision Making
Data analy琀椀cs will be at the core of L&D decision-making, helping organiza琀椀ons assess training e昀昀ec琀椀veness,
iden琀椀fy skills gaps, and re昀椀ne content delivery.
According to a study by LinkedIn, 72% of L&D professionals use data to decide what
types of content to develop, and 62% use it to decide how to deliver content.
IBM’s “Watson Career Coach” u琀椀lizes AI and analy琀椀cs to provide personalized career development
recommenda琀椀ons to employees. By analyzing skills, career goals, and market trends, it ensures that employees
receive relevant training and career guidance.
04 | Con琀椀nuous Learning
The concept of con琀椀nuous learning will become embedded in corporate culture, with employees engaging in
ongoing skill development to stay compe琀椀琀椀ve.
A Deloi琀琀e survey found that 86% of respondents believe they are entering an era
where it will be necessary to con琀椀nuously update their skills.
KNOLSKAPE encourages con琀椀nuous learning through its pla琀昀orm. The KNOLSKAPE pla琀昀orm o昀昀ers a vast library
of courses, enabling professionals to acquire new skills and knowledge throughout their careers. As a result, users
report enhanced job performance and career growth.
05 | Inclusivity
Ensuring equal access to training resources for remote and on-site employees fosters a culture of inclusivity.
The Brandon Hall Group found that organiza琀椀ons that priori琀椀ze inclusion and
diversity in their learning programs are more likely to report posi琀椀ve business
outcomes.
Google’s “Google for Startups” ini琀椀a琀椀ve provides global, virtual training opportuni琀椀es for entrepreneurs. By
o昀昀ering accessible, inclusive learning experiences, Google supports the growth of startups worldwide, regardless
of their loca琀椀on.
The future of L&D in the hybrid era promises a dynamic and adap琀椀ve learning environment. As Charles Darwin
aptly put it, “It is not the strongest of the species that survive, nor the most intelligent, but the one most
responsive to change.” In the world of L&D, responsiveness to change is the key to success in the hybrid era.
The Future of L&D

| Microlearning
Microlearning involves delivering bite-sized,
focused learning modules, catering to the
shorter a琀琀en琀椀on spans of remote and hybrid
workers.
| Ar琀椀昀椀cial Intelligence
AI-driven personaliza琀椀on tailors learning
paths to individual competencies and
preferences, ensuring more engaging
and e昀昀ec琀椀ve training.
| Virtual Reality (VR) and Augmented Reality (AR)
AI-driven personaliza琀椀on tailors learning paths to
individual competencies and preferences, ensuring more
engaging and e昀昀ec琀椀ve training.
VR-trained employees were four 琀椀mes faster to train than
in tradi琀椀onal classroom se琀�ngs and were 275% more
con昀椀dent in their new skills.
Walmart uses VR to prepare its associates for Black Friday
sales. The VR training immerses employees in a realis琀椀c,
high-pressure shopping scenario, improving their readiness
and performance during the actual event.
| Social Learning
Collabora琀椀ve learning pla琀昀orms enable peer-to-peer
knowledge sharing, fostering a sense of community and
engagement, especially in remote and hybrid work se琀�ngs.
| Agile Content Crea琀椀on
In a rapidly changing landscape, the ability to develop
content that can be easily updated and adapted is crucial.
Microso昀琀 Teams, a collabora琀椀ve pla琀昀orm, facilitates social
learning by enabling employees to share insights, resources,
and exper琀椀se seamlessly. This approach has enhanced
knowledge sharing within organiza琀椀ons and promoted a
culture of con琀椀nuous learning.
Airbnb regularly updates its host training materials to
re昀氀ect changing policies and market trends. By maintaining
agile content, Airbnb ensures that hosts receive up-to-date
informa琀椀on, leading to improved host sa琀椀sfac琀椀on and
loyalty.
KNOLSKAPE successfully employs
microlearning with its “Nano-Simula琀椀ons”.
These are short, skill-focused courses that
allow professionals to acquire knowledge
in a speci昀椀c area quickly. This approach has
contributed to KNOLSKAPE becoming a
global leader in experien琀椀al learning.
The global healthcare company,
Novar琀椀s, implemented AI-driven
personaliza琀椀on in its L&D strategy. By
analyzing employee data and learning
preferences, Novar琀椀s achieved a 25%
increase in course comple琀椀ons and
signi昀椀cantly higher learner sa琀椀sfac琀椀on.
Source: Training Industry
of L&D professionals believe
microlearning will be a signi昀椀cant
trend in the future of workplace
learning.
Source: Deloi琀琀e
of organiza琀椀ons were already using AI in
their L&D programs.
of organiza琀椀ons planned to implement
AI in their L&D programs within the next
year.
Source: LinkedIn
of learning professionals plan to increase
their use of social learning, highligh琀椀ng its
growing importance.
Source: Brandon Hall Group
of organiza琀椀ons are ac琀椀vely seeking ways
to make their content more agile and
responsive
As Learning and Development (L&D) adapts to the hybrid model, several emerging trends are
reshaping the way organiza琀椀ons approach training. Here, we explore these trends and their
impact, substan琀椀ated by industry sta琀椀s琀椀cs, examples, and case studies.
Future-proo昀椀ng L&D in the hybrid era is not an op琀椀on; it’s a
strategic necessity. Organiza琀椀ons that embrace these trends
and integrate them into their hybrid L&D strategies will not only
stay ahead of the curve but also empower their employees to
thrive in the evolving world of work.
To echo Mahatma Gandhi’s words, “The future depends on what
you do today.” Therefore, organiza琀椀ons must act today to secure
their place in the future of L&D and empower their workforce
for success in the hybrid era.
Emerging Trends in L&D and
their Impact on the Hybrid Model

As Learning and Development professionals, we o昀琀en 昀椀nd ourselves at the crossroads of an ever-evolving
learning landscape. The journey we’ve embarked on has been nothing short of transforma琀椀ve, but the road ahead
promises even more exhilara琀椀ng challenges and opportuni琀椀es. Let’s explore the way forward for us, the architects
of learning in our organiza琀椀ons.
In this ever-evolving journey, remember that the way forward isn’t a solitary path. It’s a collec琀椀ve endeavor
where we, as L&D leaders, guide our teams and organiza琀椀ons toward a brighter and more knowledgeable
future. Our role isn’t just about impar琀椀ng knowledge; it’s about shaping cultures, fostering growth, and
building a learning legacy that transcends 琀椀me. As we step into this exci琀椀ng future, let’s do so with open
minds, empathe琀椀c hearts, and a resolute commitment to crea琀椀ng meaningful learning experiences that
empower our teams and organiza琀椀ons to thrive.
| Embrace Lifelong Learning
The hallmark of successful L&D leaders is a
commitment to lifelong learning. The world is
evolving faster than ever, and our knowledge
must keep pace. Seek out new insights, a琀琀end
conferences, read voraciously, and stay curious.
By doing so, we model the behavior we wish to
inspire in our teams.
| Cul琀椀vate Agility
Flexibility is our ally in this dynamic era. The
ability to pivot quickly, adjust strategies, and
embrace change will be a prized skill. Encourage
your team to adapt, iterate, and experiment
fearlessly. Celebrate learning from failures as
much as successes.
| Measure Impact
Demonstra琀椀ng the impact of L&D programs
is essen琀椀al. Invest in robust analy琀椀cs and
measurement tools to track outcomes. Use
data to showcase the tangible bene昀椀ts of your
ini琀椀a琀椀ves, whether it’s improved performance,
increased reten琀椀on, or cost savings.
| Foster a Learning Culture
Flexibility is our ally in this dynamic era.
The ability to pivot quickly, adjust strategies,
and embrace change will be a prized skill.
Encourage your team to adapt, iterate, and
experiment fearlessly. Celebrate learning
from failures as much as successes.
| Stay Technologically Savvy
Technology is the heartbeat of modern L&D.
Keep a close watch on emerging trends and
technologies. Understand the poten琀椀al of
AI, virtual reality, and other innova琀椀ons.
Leverage these tools to create engaging
and e昀昀ec琀椀ve learning experiences.
| Lead with Empathy
In this era of remote and hybrid work,
empathy is a superpower. Understand the
unique challenges your team and learners
face. Show compassion, o昀昀er support, and
create a sense of belonging. Empathe琀椀c
leadership fosters engagement and loyalty.
| Champion Inclusivity
As diversity and inclusivity gain
prominence, ensure that your L&D ini琀椀a琀椀ves
are accessible to everyone. Priori琀椀ze content
that accommodates diverse learning styles
and abili琀椀es. When all voices are heard,
innova琀椀on thrives.
| Stay Inspired
Inspira琀椀on is contagious. Share success stories,
industry insights, and thought-provoking ar琀椀cles
with your team. Encourage them to dream big
and set audacious goals. When you lead with
inspira琀椀on, you ignite a spark in others.
| Collaborate across Silos
Break down departmental silos and collaborate
across func琀椀ons. Partner with HR, IT, and other
departments to align learning ini琀椀a琀椀ves with
broader organiza琀椀onal goals. Cross-func琀椀onal
collabora琀椀on fosters innova琀椀on and holis琀椀c
thinking.
| Way Forward

KNOLSKAPE specializes in crea琀椀ng bespoke simula琀椀ons that faithfully replicate real-life scenarios, complete with con昀氀ic琀椀ng priori琀椀es and intricate decisions that
professionals regularly encounter in today’s hybrid work environment. These simula琀椀ons challenge par琀椀cipants to navigate through these scenarios by drawing upon
their understanding of hybrid culture, associated behaviors, and strategic ac琀椀ons. Instant feedback is provided to individuals, and upon comple琀椀on, each par琀椀cipant
receives a comprehensive personalized analy琀椀cal report. Moreover, aggregate reports can be generated at various group levels, such as teams and departments, making
them invaluable tools for fostering discussions and facilita琀椀ng learning and adapta琀椀on in the hybrid work landscape.
For instance, KNOLSKAPE’s ‘Leading Hybrid Teams’ simula琀椀on puts par琀椀cipants in the role of a leader of a hybrid team who has challenging targets. As the par琀椀cipants
navigate through various challenges, their choices shed light on the e昀昀ec琀椀ve approaches they have towards their hybrid teams. The simula琀椀on focuses not only on the
produc琀椀vity of the hybrid team but also on how a leader’s decisions can a昀昀ect their team’s overall morale levels.
KNOLSKAPE also collaborates closely with client organiza琀椀ons to design tailored simula琀椀ons and implement comprehensive frameworks that facilitate the successful
evolu琀椀on of modern leaders and workforces in the hybrid world.
| How KNOLSKAPE can help!
For further insights into our
services, please don’t hesitate
to contact us at:
marke琀椀ng@knolskape.com

The 2024 L&D Guide for Hybrid Teams.pdf

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The 2024 L&D Guide for Hybrid Teams.pdf