What does effective learning look like when no one’s in the same room? As work environments shift, so must our training strategies. For Meghan Cipperley, SVP of Learning at Data Society, one truth has become increasingly clear: successful learning meets people where they are, not just geographically, but mentally, emotionally, and professionally.
“We had to learn new muscles,” she recalls, reflecting on the transition Data Society made from in-office to remote and hybrid delivery. “We were a data science company teaching coding principles, and while some of that translated well online, we discovered that not giving people enough support in virtual classrooms just didn’t work.”
That realization reshaped how the team approached both custom course development and instructor led training. The focus shifted from simply delivering content to designing experiences that support learners with structure, guidance, and flexibility, regardless of where they’re located.
The Hidden Cost of Virtual Silence
One of the first challenges? The awkward silence of online learning.
“In webinars that you’ve attended, you’re less likely to interrupt the flow of the class,” Cipperley says. “It just feels very awkward.”
That lack of spontaneity and connection can derail the learning experience, especially when participants don’t feel comfortable asking questions or engaging. The solution isn’t always more technology, it’s thoughtful design.
In both instructor led training and any custom course format, success hinges on creating space for real interaction. Human touchpoints like coaching, office hours, and peer discussion are often what’s missing. When learning experiences include these elements, they feel more personal, and learners are far more likely to stay engaged and ask for the help they need.
Accessibility Is the Starting Line, Not the Finish Line
Ensuring accessibility is non-negotiable. For Cipperley, that means more than just meeting baseline technical standards. While it’s essential to support screen readers, closed captioning, and other compliance requirements, especially for government clients, true accessibility goes further.
“Going above and beyond that to make sure that learners have a chance to engage with the learning, engage with each other, those are powerful motivators that keep people on track,” she explains.
In both custom course design and instructor led training, accessibility should be built into every stage of the learning experience. That includes:
Offering content in multiple formats. Use transcripts, visual summaries, and downloadable reference sheets.
Designing with clarity. Apply clean layouts, readable fonts, and intuitive navigation to reduce cognitive load.
Building in regular touchpoints. Incorporate live Q&A sessions, office hours, or moderated discussion boards to encourage connection.
Allowing flexible pacing. Give learners the option to review material on their own time so they can absorb information at their own speed.
Providing alternative ways to participate. Make space for written responses or small-group discussions for learners who may be less comfortable speaking up.
When accessibility is treated as an opportunity rather than a checkbox, organizations create learning environments where everyone can engage, contribute, and succeed.
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Adaptive by Design
Cipperley emphasizes that adapting learning for hybrid and remote workers isn’t about sacrificing depth. It’s about reimagining delivery. That process begins by understanding the environment in which people are learning.
Some workers are on the frontlines without desk access. Others are knowledge workers spread across time zones. Still others are back in the office but feeling burned out by endless webinars.
“Maybe you do have people that are tired of those mandatory trainings and do want to get back in person,” she says.
The key is giving learners options. Flexible pathways should offer value regardless of location or schedule, whether that means a fully remote custom course or blended instructor led training that meets learners where they are.
Mentorship Matters—and Can’t Be Assumed
For some organizations, especially those in consulting or fast-paced industries, organic mentorship is essential. Cipperley notes that several clients saw skill gaps emerge during remote work because junior staff missed the observational learning that naturally happened when they were embedded with senior colleagues.
“They didn’t replace it with anything,” she says. “And they just noticed the lack of skills starting to appear. This is obviously why we need to come back to office.”
But Cipperley believes the conversation shouldn’t stop there. “Not every skill has to be learned in person. You just have to be intentional about what’s missing and invest in filling that gap before it becomes a problem.”
For organizations looking to fill those gaps with purpose, a well-designed custom course or targeted instructor led training program can replicate many of the benefits of in-person learning. The key is knowing where informal learning used to happen—and replacing it with something just as effective.
Need to make learning work across time zones and job types? Data Society designs adaptive programs that scale with your team, whether they’re remote, hybrid, or on-site. From custom courses to instructor led training, we help you deliver meaningful learning wherever your people are. Let’s talk!
Q&A: Making Modern Learning Work for Hybrid and Remote Teams
Standardized training often fails to account for differences in time zones, job roles, and learning environments. Without support and flexibility, remote learners may struggle to stay engaged or apply new skills. That’s why adaptive delivery—through custom courses and flexible instructor led training—is essential.
