Benefits of Hybrid Learning

Hybrid learning has become an increasingly important model for organizations delivering training across distributed teams. By combining in-person and remote participation, hybrid learning offers flexibility while maintaining structure and interaction.

For organizations investing in virtual corporate training, hybrid learning creates opportunities to deliver more engaging and consistent experiences. When supported by effective virtual training environments, this model helps learners stay connected regardless of location.

What Is Hybrid Learning?

Hybrid learning blends in-person instruction with virtual participation, allowing learners to engage from different locations while accessing the same content and experiences.

In corporate settings, hybrid learning is often used to support virtual corporate training programs that must scale across offices, regions, or time zones. Virtual training environments make it possible to deliver training consistently while accommodating different work styles and schedules.

Increased Flexibility for Virtual Corporate Training

One of the primary benefits of hybrid learning is flexibility. Employees can participate in training sessions without the need for travel, reducing scheduling conflicts and downtime.

Virtual training environments enable organizations to:

• Reach more learners with fewer logistical constraints
• Offer training without disrupting daily operations
• Support flexible participation across teams

This flexibility is especially valuable for organizations managing ongoing virtual corporate training initiatives.

Improved Engagement Across Virtual Training Environments

Engagement can be a challenge in fully remote training sessions. Hybrid learning helps address this by combining live interaction with digital collaboration tools.

Virtual training environments support engagement by:

• Enabling real-time interaction and discussion
• Providing shared access to training materials
• Encouraging participation from both in-room and remote learners

These capabilities help create more balanced and inclusive learning experiences.

Consistency and Scalability in Training Programs

Consistency is critical for effective training. Hybrid learning allows organizations to deliver the same content and messaging to all learners, regardless of location.

By using standardized virtual training environments, organizations can:

• Maintain consistent training quality
• Scale programs more easily
• Reduce duplication and rework

This consistency strengthens the overall impact of virtual corporate training programs.

Cost Efficiency and Resource Optimization

Hybrid learning can also help reduce training costs. By limiting travel and optimizing instructor time, organizations can allocate resources more efficiently.

Virtual training environments support cost-effective training by:

• Reducing reliance on physical spaces
• Allowing instructors to reach larger audiences
• Minimizing logistical expenses

These efficiencies make hybrid learning a sustainable option for long-term virtual corporate training.

Supporting Long-Term Learning Strategies

Hybrid learning is not just a short-term solution. When implemented effectively, it supports long-term learning and development strategies.

Organizations that invest in virtual training environments can:

• Adapt training programs as needs evolve
• Support continuous learning initiatives
• Improve accessibility for diverse teams

This adaptability ensures virtual corporate training remains effective over time.

Conclusion

Hybrid learning offers clear benefits for organizations delivering virtual corporate training. When paired with well-designed virtual training environments, it supports flexibility, engagement, consistency, and efficiency.

By embracing hybrid learning models, organizations can create training experiences that meet the needs of today’s workforce while preparing for future growth.

Types of Professional Learning & Development Enabled by Employee Training Technology

Professional learning & development continues to evolve as organizations adapt to new ways of working and changing skill requirements. Today, effective learning programs rely on employee training technology to deliver consistent experiences and support long-term growth across teams.

As roles change and new skills become essential, organizations are also prioritizing upskilling & reskilling solutions to help employees stay productive, engaged, and prepared for the future.

Understanding the different types of professional learning & development can help organizations design programs that align with workforce needs and business goals.

Why Employee Training Technology Matters for Learning & Development

Employee training technology provides the foundation for delivering learning at scale. Without the right tools, learning programs can become fragmented, inconsistent, or difficult to manage.

When implemented effectively, employee training technology helps organizations:

• Standardize learning experiences across locations
• Support different learning styles and formats
• Track participation and outcomes more effectively

These capabilities are especially important for organizations investing in ongoing professional development and upskilling & reskilling solutions.

Instructor-Led Training Programs

Instructor-led training remains a core component of many learning strategies. These sessions provide structured guidance and real-time interaction, making them well suited for foundational learning and complex topics.

With the support of employee training technology, instructor-led programs can be delivered more consistently and scaled across teams, while still maintaining engagement and interaction.

Self-Paced Learning and Digital Courses

Self-paced learning allows employees to access training materials on their own schedule. This approach is often used for compliance training, onboarding, and skills refreshers.

Digital platforms and employee training technology enable organizations to deliver content efficiently while supporting flexibility and accessibility for learners at different stages of their development.

Collaborative and Social Learning

Collaborative learning emphasizes peer-to-peer interaction and shared problem solving. This type of learning is particularly effective for reinforcing knowledge and encouraging practical application.

Employee training technology supports collaborative learning by enabling content sharing, group discussions, and interactive sessions that align with broader upskilling & reskilling solutions.

Upskilling & Reskilling Programs

As job roles evolve, organizations must help employees build new skills and adapt to change. Upskilling & reskilling solutions focus on developing capabilities that align with future business needs.

These programs often rely on employee training technology to:

• Deliver targeted learning paths
• Support ongoing skill development
• Measure progress and outcomes 

By investing in structured upskilling & reskilling solutions, organizations can better prepare their workforce for long-term success.

Blended Learning Approaches

Blended learning combines multiple learning methods—such as instructor-led sessions, self-paced content, and collaborative activities—to create a more flexible and effective experience.

Employee training technology makes blended learning easier to manage by bringing different learning formats together in a cohesive environment that supports both engagement and consistency.

Measuring the Impact of Learning & Development

No learning program is complete without measurement. Organizations should evaluate how professional learning & development initiatives contribute to performance, engagement, and retention.

Employee training technology enables better visibility into:

• Participation and completion rates
• Learner engagement
• Alignment with upskilling & reskilling objectives

These insights help organizations refine learning strategies and improve outcomes over time.

Conclusion

As organizations continue to invest in professional learning & development, employee training technology plays a critical role in delivering scalable, effective programs. When paired with intentional upskilling & reskilling solutions, these tools help organizations build a more capable and adaptable workforce.

By understanding and applying different learning approaches, organizations can create development programs that support growth today while preparing employees for what’s next.

The Essential Guide to Hybrid Classroom Technology for Hybrid Learning

Hybrid learning has become a permanent part of how organizations deliver training, education, and professional development. As workforces grow more distributed, traditional classrooms alone can no longer support effective learning experiences. Organizations must rethink how learning environments are designed to ensure all participants can engage equally.

This is where virtual classroom technology becomes essential. When paired with intentional design, the right technology helps create more inclusive, consistent hybrid learning experiences—regardless of where participants are located.

What Is Virtual Classroom Technology?

Virtual classroom technology refers to the tools and systems that support learning sessions with both in-person and remote participants. These technologies are designed to bridge physical and digital environments so learners can collaborate, communicate, and interact effectively.

In hybrid learning environments, virtual classroom technology helps support:

• Real-time communication and collaboration
• Shared access to learning content
• More balanced participation between in-room and remote learners

Why Hybrid Learning Requires Purpose-Built Technology

Hybrid learning introduces challenges that traditional classroom setups were not designed to address. Without the right technology, sessions can feel fragmented, disengaging, or difficult to manage for instructors and learners alike.

Virtual classroom technology supports hybrid learning by:

• Improving visibility and interaction across participants
• Reducing friction caused by disconnected tools
• Allowing instructors to focus on learning instead of logistics

By aligning technology with learning goals, organizations can deliver more effective hybrid learning experiences.

Core Components of Virtual Classroom Technology

While every hybrid classroom is different, most rely on a set of core technologies working together to support learning.

Common components include:

• Display systems that support shared content and visibility
• Audio solutions designed for clear, two-way communication
• Collaboration tools that enable participation and interaction

When these components are integrated thoughtfully, virtual classroom technology becomes easier to use and more impactful.

Designing Hybrid Learning Experiences That Engage

Technology alone does not guarantee engagement. Successful hybrid learning environments are designed to encourage participation and interaction for all learners.

To support engagement, organizations should:

• Ensure remote participants are visible and included
• Use layouts and tools that promote collaboration
• Support instructors with intuitive, reliable technology

These considerations help create hybrid learning experiences that feel connected rather than divided.

Supporting Adoption and Long-Term Success

Implementing virtual classroom technology is only the first step. Long-term success depends on adoption, training, and continuous improvement.

To support hybrid learning over time, organizations should:

• Educate instructors on effective technology use
• Gather feedback from learners
• Evaluate how technology supports learning goals

This approach helps ensure virtual classroom technology continues to meet evolving hybrid learning needs.

Conclusion

As hybrid learning becomes more widespread, organizations must rethink how classrooms are designed and supported. Virtual classroom technology plays a critical role in enabling effective, engaging hybrid learning experiences when aligned with thoughtful design and clear objectives.

By understanding and applying the right technology, organizations can create hybrid learning environments that support participation, consistency, and long-term success.

Training and development in the workplace are crucial and a way of fostering growth and an excellent way to improve team performance. Training usually refers to the process of acquiring new skills or honing existing ones, often about a particular role or job. On the other hand, development focuses on a broader growth perspective and long-term career development which involves nurturing skills and qualities that extend beyond a particular job requirement and helps the employee prepare for future roles.

Both training and development are vital to creating a skilled, adaptable workforce that continues to contribute to the success of the organization. 

Training in the Workplace

Training equips employees with the skills and knowledge they need to do their jobs effectively. This is often done through training programs which are designed to address specific objectives and cover a wide range of topics from technical skills, to job-specific procedures, customer service, leadership, DEI and compliance with regulations or legislation.

Although, the objectives of training programs vary depending on the needs of the organization and the needs of the workplace but often include the:

• Skills development – to enhance technical, operational and interpersonal skills required to do a job
• Performance improvement – providing knowledge and tools to improve and excel in a role
• Employee engagement – training often contributes to higher job satisfaction and engagement and provides opportunities for career development.
• Adaptability – training helps provide employees with the ability to adapt quickly and be more efficient in the workplace.
• Compliance and risk management – it is crucial employees comply with legal and regulatory requirements to minimize the organization’s exposure to risk or liability.

Training programs can be run by internal training departments, human resources teams or, via external training providers.

Types of Corporate Training

The types of corporate training that occurs varies based on industry and the needs of the organization. Corporate training includes the following:

• Onboarding and orientation 
• Soft skills, also known as power skills 
• Sales, service, customer
• Compliance training
• Leadership training
• Diversity and inclusion training
• Professional development
• Team building

Benefits of a Training Program

Training in the workplace brings many benefits for the organization and employees as well.  Some of these benefits include:

• Improved performance – improving skills and knowledge increases productivity and provides a better quality of work
• Enhanced satisfaction – demonstrating an investment in an employee fosters a high level of engagement and loyalty helping with employee retention 
• Increased flexibility – with technological advances, training can help employees adapt to changes in the workplace allowing them them to be more adaptable
• Reduced errors and risks – poor training leads to mistakes especially when compliance and regulations are involved. Training can reduce legal and regulatory risks, workplace accidents and errors protecting the organization and its employees.
• Positive culture – a strong commitment creates a positive culture that promotes learning and growth which can be used to attract and retain talent and enhance the organization’s image and reputation.

Professional Development in the Workplace

Professional development in the workplace is aimed at enhancing the skills and knowledge of an individual and improving their personal growth. It often involves training programs, workshops, seminars, mentoring and continuous learning with the goal of expanding capabilities to achieve career goals.

The objectives of professional development in the workplace can vary however common goals include skills enhancement to enhance existing skills in a specific area, career advancement to acquire additional certifications or skills for higher level positions. Professional development also focuses on continuous learning and self-improvement and encourages individuals to broaden their knowledge and perspectives. Networking and relationship building is also an essential aspect of professional development as it can lead to new opportunities, knowledge sharing and career growth.

Types of Development Programs

There are various types of development programs that an organization can implement to support their employees. 

1. Leadership development – this can include mentoring to cultivate leadership qualities, training and coaching in preparation for leadership roles.
2. Mentoring programs – these programs pair experienced individuals with less experienced employees to support and guide them. Mentors can offer insight and advice to help mentees navigate their careers, develop specific skills and gain industry knowledge. 
3. Succession planning – identifying high-potential employees within the organization and providing development opportunities can help prepare individuals for future leadership roles and maintain a pipeline of qualified employees.
4. Cross-function programs – this type of program helps give employees insight and experience into different areas of the business to develop a holistic understanding of how the organization is run.
5. Technical or job-specific development –  these programs focus on enhancing the skills and competencies with training, certifications and skills improvement relevant to a specific position.
6. Diversity and inclusion programs – these help foster an inclusive workplace culture and may include training on how to create an inclusive workplace, unconscious bias and inclusive leadership.
7. Career development- this path supports employees with their career development and includes goal setting, career planning, and opportunities to acquire new skills.
8. Personal development – these programs focus on enhancing personal effectiveness and well-being and cover areas such as time management, stress management, emotional intelligence and work-life balance as well as personal goal setting. 

The benefits of a development program range from skill enhancement, career advancement, personal growth and network/relationship building. It can also bring employees other advantages from resilience to navigating new challenges for increased productivity and job satisfaction.

Key Differences between Training and Development

The key differences between training and development lie in their focus, scope and timeframe. 

FOCUS

Training focuses on acquiring new skills and knowledge and aims to enhance and further existing knowledge. Development on the other hand emphasizes a more holistic approach to personal and professional growth by focusing on nurturing skills and qualities that extend beyond immediate job requirements or needs with attention on preparing for future roles and career development.

SCOPE

With scope, training tends to be more job-specific and designed to address an immediate skills gap. Whereas, development has a broader scope and aims to foster growth and potential. Development usually involves a wider range of competencies from leadership and problem solving to strategic thinking. 

TIMEFRAME

Typically, training programs are shorter than development programs and have a more immediate impact. Development is a longer-term process and involves continuous learning, self-reflection and growth. Some development activities can span a whole career as an individual acquires new skills, experiences and knowledge.

PURPOSE

The purpose of training is to equip employees with the necessary skills and knowledge to perform a specific job effectively and help bridge the gap between skills. On the flip side development focuses on preparing individuals for future roles and responsibilities and advancing their career.

APPLICATION

Training programs frequently have direct and immediate application in the workplace giving employees practical tools and resources to carry out their role. Development programs influence an individual’s mindset and approach to work which can be applied across various roles and contexts. 

How Training and Development Work Together

While both are essential for the individual and organization and both are connected, training provides the foundation of skills and knowledge and development evolves an individual’s growth and long-term success. Both in tandem help build a skilled, effective and capable workforce.

To deliver effective training and development programs and make them accessible to the workforce, some consideration about the tools and technology is needed to facilitate these programs.

Training and development programs can be delivered across many different channels from e-learning and virtual training platforms to webinars, virtual reality (VR), and interactive learning with gamification and collaboration tools. 

Incorporating technology and tools into training and development enhances the accessibility, engagement and effectiveness of learning experiences. The right technology and tools will enable remote learning and participation with real-time feedback to foster a culture of continuous learning. 

Are you curious to see how OneRoom enables remote participation, real-time feedback and engagement with its learners? Why not experience OneRoom for yourself? We host regular discovery sessions where you can explore and use the tools of an immersive learning environment – OneRoom. Register today and join us in the next demo.

The concept of video conferencing dates back to the 19th century when inventors explored ways to transmit video signals over long distances. We’ve come a long way since then! 

The proliferation of smartphones sparked the development of video conferencing by making it possible to conduct a video call from virtually anywhere with an internet connection. Recently, the pandemic significantly accelerated the adoption and reliance of video conferencing solutions which led to a surge in usage and is now a common tool for organizations to communicate and connect across vast distances.  

However, with the growth of video conferencing technology comes some risks. This blog aims to help you understand the security risks and the best practices on how to mitigate them.

 

Understanding the Security Risks to Your Video Conferencing Software

First, it is important to understand the risks that come with using video conferencing software which can come in many guises. 

1. Unauthorized access 
2. Weak security (authentication / passwords)
3. Software vulnerability 
4. Malware & phishing
5. Privacy
6. Data breach
7. Social engineering attacks 
8. Third-party risks 

These risks can have detrimental effects on individuals and organizations with consequences as:

• Unauthorized access to sensitive information – A serious consequence of a security breach is the unauthorized access to information which could include confidential business information, personally identifiable details (PII), financial information, and intellectual property. This can lead to identity theft, fraud and compromised sensitive data.
• Privacy violations – If personal information or conversations are breached without consent it can lead to reputational damage and legal implications.
• Disruption – A security breach with unauthorized users accessing content and information to cause disruption or technical problems can greatly impact productivity.
• Damage to reputation – Whether it’s an organization or an individual, the trust is broken if sensitive data is compromised in a security breach. Stakeholders, customers or employees lose confidence in the organizations’ ability to protect secure information and damage reputations.

What Does Encryption Mean for Video Conferencing

Encryption with video conferencing is important as it makes the audio, video and data used during a video conference unintelligible to unauthorized individuals. When using video conferencing the data is encrypted and can only be decrypted by authorized recipients. 

This ensures that data can remain confidential to maintain the integrity of data exchanged and enables privacy protection. Securely transmitting data with encryption prevents potential attackers from accessing and using it.

End-to-end encryption is a stronger form of encryption and this is where it’s encrypted on the sender’s device, remains encrypted during transmission and then is decrypted only on the recipient’s device. This ensures that even the service provider or any intermediaries cannot access the content. 

Not all video conferencing solutions provide end-to-end encryption and some only encrypt data during transmission. If you are choosing a video conferencing solution this should be top of mind as a fundamental security feature. 

 

Potential Data Privacy Risks for Video Conferencing

Individuals and organizations need to be aware of the data privacy risks when using video conferencing. These include:

• Unauthorized access to meetings – weak security or authentication can lead to unwanted visitors during meetings which is not only disruptive but also breaches sensitive information.
• Data interception – without high-level encryption, there is the possibility of confidential data and PII being intercepted.
• Recording and storage – a nice feature of video conferencing is to offer recording but be aware if recordings are not securely stored there is a risk of an unauthorized person accessing the content leading to privacy violations. 
• Metadata – inadequate protection of this can lead to the video conferencing platform collecting data including participant names, IP addresses which in the wrong hands can lead to malicious behavior.
• Third-party sharing – there are risks that data shared with third parties could be compromised without proper consent or knowledge.
• Data retention – video conferencing platforms may retain participant data and recordings for a determined time. It is important to understand these timeframes and ensure data is purged once no longer needed.
• International data transfer – there may be different policies and ways of processing data in different jurisdictions and international data transfer may carry different and additional risks if safeguards are not put in place.

The best way to mitigate some of these risks is to use a platform that offers strong security measures, data encryption and data protection.

 

How to Secure Your Video Conferencing Platform

Below you will find some tips and guidance on how you can secure your video conferencing platform:

• To start, select a reputable service provider or solution and ensure that it prioritizes security with a good track record of addressing issues and vulnerabilities.
• Look for a solution that provides end-to-end encryption to ensure any communication between your attendees cannot be intercepted by unauthorized users.
• Use strong passwords and unique meeting IDs. Avoid using any default passwords or setup credentials and make sure any details are shared securely with invited participants.
• Enable waiting rooms. This helps the host see who is waiting to join a session and they can verify the participants’ identity before giving them access.
• Ensure the software used is the most current version and any security updates have been made. Also, encourage invited participants to download the latest version before joining a meeting. 
• Use the lock feature if available to secure your meeting. Once everyone has joined, lock the meeting to ensure no unauthorized participants join.
• Control any sharing permissions during a meeting. Restrict privileges to those participants who need them otherwise, it can be disruptive and a security risk.
• Be conscious when recording sessions that participants are aware a meeting is being recorded, and have given their consent. Make sure to store any recordings securely and limit access.
• Use virtual background with caution. Although pretty and engaging avoid using personal or sensitive images to prevent confidential information from unknowingly being shared.
• Use a secure network. This sounds obvious but when using a video conferencing solution you connect to a trusted network. Where possible also use a private wifi network to join as public wifi can be less secure. 
• Disable any unnecessary features or integrations that might pose a security risk.
• Protect against any unauthorized access by using two-factor authentication where possible to add an extra layer of security.

These measures and staying updated on the latest security recommendations can help protect and secure your video conferencing sessions. It is also important to regularly review the privacy and security policies of your chosen solution to ensure they align with your requirements.

 

X2O Media Security Features

X2O Media understands the importance of security and confidentiality to process our customers’ data. To show our ongoing commitment to safeguarding data we have completed the Service Organization Control (SOC) 2 Type II audit examination of X2O Platform. The X2O Platform is the platform that is the foundation for our digital signage solutions and our immersive learning and training environment, X2O OneRoom. 

The SOC 2 accreditation gives our customers the assurance that all critical system requirements are in place and data is secure the the implementation of standardized controls including security, availability, processing integrity, confidentiality and privacy. 

For more information about X2O Platform and the security measures please contact us.

 

Article published by Training Industry on August 26, 2022

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Learning and development (L&D) is incredibly important to today’s workforce. The millennial generation prizes growth and development as their top priorities in a job position, much more so than prior generations. Employers also want a workforce that is constantly upskilling and reskilling in their fields so that the organization can learn and adapt to its changing environment.

In this increasingly digital workforce, L&D has never been more challenging. It is difficult for instructors to create genuine bonds, relationships and engagement in hybrid and virtual training rooms. The nature of these environments in many organizations today is disengaging due to the need to adapt better to hybrid and virtual participation.

We cannot put the genie back in the bottle, so the question is instead, how can L&D leaders create virtual environments that bring back the humanity of face-to-face communication?

Understanding the Problem: Trust and Productivity

Employee engagement is the buzzword, but another and more human-centered way to think of the same issue is trust. We all know what trust feels like, and we can tell when we are in a group or an atmosphere of trust or distrust. That sense in your gut has a direct result on productivity.

We are motivated by people, specifically people whom we trust. A number of influential studies have shown repeatedly how companies with high-trust cultures outperform low-trust companies. Engagement is a large piece of the formula: “Compared with people at low-trust companies, people at high-trust companies report: 74% less stress, 106% more energy at work, 50% higher productivity, 13% fewer sick days, 76% more engagement, 29% more satisfaction with their lives, 40% less burnout.”

It stands to reason that any group or class operates under similar subtextual rules. Just as with workplaces, we have all been in atmospheres where we felt connected and those where we were distracted. In groups with high trust, participants experience better outcomes, feeling more connected with their jobs and in control of their careers. The goal is to use technology that is designed to bring trust and engagement back into hybrid and virtual training.

Solutions to Drive Engagement in Virtual and Hybrid Meetings

Great leaders have empathy for the people they work with, but it’s hard to show empathy in a meaningful way with a communications tool where feedback is limited. Communications platforms need to recreate the human experience as much as possible. Here are four ways to improve engagement in a virtual environment:

1. Provide opportunities for feedback.
To bring our best to any activity, we need a sense of challenge and immediate feedback regarding how we are doing. Great instructors can gauge the room to receive instant feedback on their performance, helping adjust to their audience and increase engagement over time.

In a virtual classroom, it’s difficult to “read” the audience. Even if you enforce webcams, it is still difficult to read faces that are one-tenth life-size. Those same faces are constantly shifting locations on the screen. Using communications platforms and processes that allow instructors to gauge level of interest and engagement can help to create an environment that enables connection between instructors and learners.

2. Incorporate frictionless collaboration methods.
Think about the last great presentation you saw. The group leader was most likely not tethered to their laptop, stuck at the desk, merely driving a presentation. They walked around the room, free to talk and engage people. They walked up to the whiteboard and annotated on it without thinking about the tools. Likewise, virtual collaboration tools should allow instructors and learners to be at ease, brainstorm, discuss and collaborate frictionlessly. Ultimately, these tools should add value to the program and stimulate collaboration in a seamless way.

The goal is to use technology that is designed to bring trust and engagement back into hybrid and virtual training.

3. Use plug and play tools.
When it comes to effective engagement, communication tools should enhance, not interfere, with this exchange. To achieve that frictionless collaboration, the tools we use need to be simple and intuitive.

However, there is a drawback to simple. For example, when selecting a whiteboard tool, you should consider an instructor’s level of knowledge, not just the tools to deliver the presentation when deciding. Oftentimes, the best tools do not require upfront learning to function effectively in a digital learning environment. These tools can include calling a poll that’s contextual to a brainstorming discussion, or simply starting a breakout group based on advantages or disadvantages of an idea with just a click. Consider the tools’ impact on the session’s success for both instructors and learning.

4. Make meetings equitable.
In today’s hybrid training sessions and meetings, it often seems that the pendulum has swung in favor of virtual members. When virtual participants speak, they have dedicated video and audio. Their voice and image come in loud and clear for everyone.

However, in the classroom, instead of a dedicated camera, participants are one person at a table, and it can be difficult to hear them depending on microphone location. It’s not ideal for anyone, especially instructors.

Meeting equity means people in the room and remote participants have the same ability to interact, be present and have their presence known. Both must have the same opportunity to be heard and seen by others, raise hands and ask questions, reply to a poll, be part of a mix mode group in breakouts, chat, access the same content, as well as participate in ideations and discussion.

To achieve meeting equity, both in-person and remote participants must share the same learning experience. This critical concept is fundamental to providing instructors and all participants with an engaging environment.

Making Hybrid More Human

Now, more than ever, leaders are focused on navigating the territory of hybrid work and searching for ways to create a positive, productive workplace and sense of belonging for employees. This means taking steps to ensure that everyone has a similar meeting experience with equal opportunities to contribute and make an impact regardless of where they are joining their meeting from.

We need to accept that hybrid training delivery is more complicated than its fully in person or virtual delivery counterparts. It requires more thought, more planning and better tools to be able to create an environment that’s equitable both for virtual and face-to-face participants.

Current virtual communication is lacking the humanity of face-to-face conversations. Standard videoconferencing tools allow you to communicate virtually, but they don’t come close to the full range of human experiences that face-to-face interactions provide. Learning leaders must focus on emulating the human experience in a virtual environment to foster trust and drive better outcomes for both the learners and organization.

When it comes to effective engagement, communication tools should enhance, not interfere, with this exchange.

View this article and more at Training Industry.

5 Ways to Drive Engagement Using Hybrid Classroom Technology

Hybrid training has become a long-term reality for many organizations. While this model provides flexibility, it also introduces new challenges—particularly when it comes to engagement. Training sessions that include both in-room and remote participants can quickly become uneven or difficult to manage without the right tools in place.

To drive meaningful engagement, organizations need effective hybrid classroom technology and hybrid learning solutions that support interaction, collaboration, and participation across locations.

Below are five practical ways to improve engagement in your next hybrid training session.

1. Think Beyond the Physical Room with Hybrid Learning Solutions

Hybrid training should not be limited by the walls of a classroom. Effective hybrid learning solutions extend participation beyond the room by providing shared access to content, resources, and collaboration tools.

Digital whiteboards, shared repositories, and cloud-based collaboration platforms help ensure that all participants—remote or in person—can engage equally throughout the session.

2. Support Hybrid Classroom Technology with Dedicated Session Coordination

Hybrid sessions often rely on multiple tools working together. Without support, instructors can become distracted by managing technology instead of focusing on learners.

Assigning a dedicated session coordinator helps ensure hybrid classroom technology runs smoothly, allowing facilitators to concentrate on engagement, discussion, and learning outcomes rather than troubleshooting.

3. Enable Instructors to Use Hybrid Classroom Technology Effectively

Even the best technology requires confident users. Instructors should be equipped to use hybrid classroom technology in ways that encourage participation and interaction.

Providing guidance on workflows, collaboration tools, and engagement features helps instructors deliver more dynamic hybrid sessions that work for all participants.

4. Align Hybrid Learning Solutions Across Teams

Hybrid training environments often involve tools managed by multiple teams. When solutions are fragmented, engagement suffers.

Evaluating hybrid learning solutions holistically—and aligning them with IT and learning teams—helps create a more consistent experience. A clear technology blueprint reduces friction and keeps learners focused on training rather than logistics.

5. Invest in Hybrid Classroom Technology Designed for Engagement

Not all communication tools are designed for learning environments. Hybrid classroom technology built specifically for training can address challenges such as limited interaction, lack of visibility, and participant fatigue.

By investing in technology designed for hybrid engagement, organizations can create training sessions that feel more natural, interactive, and effective.

Conclusion

Driving engagement in hybrid training requires more than connecting participants to a session. With the right hybrid classroom technology and hybrid learning solutions, organizations can create inclusive, interactive training experiences that support participation and learning outcomes.

By focusing on intentional technology use and thoughtful session design, hybrid training can become more engaging, effective, and sustainable over time.

Global drivers are placing higher education at a critical juncture. Moving forward, universities must decide how they will deliver education services. The pandemic has not been the only driver of change; demographic changes, rising costs, evolving consumer expectations and rapidly changing technology all play important roles in bringing this decision to a head. More and more educational institutions are undergoing digital transformations to adapt to hybrid education models.

Faculty, leadership, students and parents are all trying to envision what education will look like over the next four years.

This article will examine how higher education organizations can prepare for the transition to hybrid education, cover the benefits of a hybrid education model and break down what to consider as we transform. We’ll answer key questions, such as:

• What are the components of hybrid learning education?
• How does higher education make the transition?
• What are the benefits, tools, and other factors to consider?

What exactly is hybrid education?

Hybrid education is simply defined as an education approach that combines online education interaction/materials with traditional place-based classroom methods. Hybrid learning means having students part time at home and part time in class.

When the global pandemic impacted educational institutions, classes were initially held entirely online – for both students and teachers. The hybrid education model shifts away from the entirely online approach to a combination of in-person classes and virtual classes.

Features of hybrid learning

Hybrid learning is typically comprised of distinct features that include:

Time (synchronous) – Synchronous learning is defined as a scheduled class held in real-time with a group of students and a teacher. The students can be in attendance remotely or in a classroom. Higher education may use online video conferencing technology to engage with students in real-time.

Space – This refers to the hybrid learning space; for example, a student setting up a hybrid learning space at home or a teacher dedicating an in-person class room space. Hybrid learning in the classroom is dependent on what technology is deployed such as interactive video hardware, display, software, assistive technology, and whiteboards.

Interaction – Hybrid learning interaction is based on how the student and teacher will interact – online, in-person, and a combination of both. It’s critical that higher education organizations deploy technology that will drive engagement with students; for example, deploying immersive virtual classrooms to enhance remote student learning.

Get more insights on how X2O Media and Emory University partnered to deploy innovative collaborative interactive technology.

Resources – Resources refer to components that make hybrid learning possible. This includes Wi-Fi/Internet connection, computers, Audiovisual hardware and the software that drives hybrid learning. Educational collaboration tools, such as conferencing software, Learning Management Systems are Resources, as well.

Responsibility – This includes self-learning, digital interactive tools, tracking of attendance or class work, etc. Responsibility is also placed on the teachers who may need to present, record, upload, monitor, and track students and lessons.

Overall, these are just a sampling of hybrid learning that may have some similar features of traditional in-person learning. However, by its nature hybrid learning is a combination of using digital technologies with in-person education.

Benefits of a hybrid education model

Students have high expectations of technology because of the technology they use every day — from social applications like Instagram and Tik Tok, to iOS and Android messaging. These platforms allow them to build a customized communications interface, and they bring that experience (and all the expectations it creates) with them into education.

Digital transformation can help higher education organizations meet students where they are, not only reducing friction but also increasing retention of material, satisfaction, and results.

Benefits of adopting a hybrid education model include:

• Self-efficacy – Students can learn in class at their own time and pace, depending on the class/teacher lesson plan. In the comfort of their own home or at another convenient location, students can go online to engage with all the class resources. This is particularly beneficial to students who may have busy schedules.
• Synchronous and asynchronous learning – Some students may be able to attend class in-person, while others may need to rely on purely online learning. The hybrid learning approach may choose to have a combination of synchronous learning (real-time) and asynchronous learning – where some of the class materials are online, available as a recording.
• Real-time engagement and feedback – The global pandemic increased the use of video conferencing in higher education. However, traditional video conferencing tools were not intended to be used by educators or students. In the educational use case, video conferencing tools are more effective when they can support more dynamic discussions and active participation by all participants. This often leads to the acquisition of purpose-built tools.
• Hybrid learning – depending on the technology deployed – can deliver more effective use of video, collaboration, and ultimately engagement.
• Performance and tracking – Hybrid learning technology can help with tracking the attendance, performance, and feedback of students. The digital technology deployed can help obviate the need for manual tracking and analysis. Overall, measuring the metrics that matter can help instructors while improving the hybrid learning experience for students.

Key considerations for hybrid learning technology

When approaching the transition to hybrid, higher education is familiar with elements, such as IT hardware and software. But there are missing pieces of the puzzle that complete the hybrid picture: The audio/video (AV) components and infrastructure.

Considerations include:

• Hybrid Learning Software – Some higher education institutions may try to use standard video conferencing software, combine various disparate solutions, or even try to create their own. Higher education organizations should avoid these approaches and deploy software that is specifically designed for the needs of hybrid education.
• Computer hardware – Higher education must determine if the computers used (for students and teachers) are the organization’s or that of the students and staff.
• Audio/video — Additional cameras, microphones, displays and speakers to accommodate a larger hybrid audience.
• Wi-Fi availability – Do all the students and teachers have reliable, high-speed Wi-Fi to access resources? Some areas may lack adequate Hi-Fi or Internet connection so that must be taken into consideration if there is an option to attend class in-person rather than solely be online.
• Network Infrastructure — Wi-Fi can also be bottlenecked by an outmoded Internet connection. Campuses might need to reconsider their network as we approach the widespread use of real-time video feeds.

Questions to ask software vendors:

• Does the software have robust features that accommodate 100+ participants?
• Is the software easy to deploy, adopt, and manage?
• Is the solution designed to replace face-to-face learning, or to integrate with it?
• What is the process for support, and how long does it take to resolve issues on average?
• Is the vendor actively developing new features?
• Is the software tested and proven, or is it more of a proof of concept?
• Are there multiple camera views, virtual room settings, online interactivity, etc?
• What hardware is required?
• Are there minimum technical requirements for participants? For networks?
• What kind of setup is necessary for end-users? For staff?

Partnering with the right hybrid learning platform provider

Taking steps to transform your higher education organization to hybrid learning doesn’t have to be complex and challenging if you plan strategically. It is critical you partner with a hybrid learning technology provider with the expertise and experience of working with education organizations. Partnering with a solution that is specifically designed for hybrid education needs will transform and optimize your school for an enhanced student learning experience.

Learn more about X2O OneRoom.