Effective team training is critical in supporting growth initiatives, enhancing productivity, and ensuring organizational success. The choice between virtual and in-person training methods, or a blended approach, depends on various factors including team size, geography, learning objectives, and available resources. This post explores both approaches and provides insights into optimizing team training.

Virtual Training

Virtual training has rapidly grown since 2020 as companies see value in the flexibility, accessibility, and lower costs that traditional methods often cannot match. With remote training, trainers will not need to put together logistics to travel to specific locations, saving companies the expense. In addition, all or most of the audience will be able to more easily access the materials. 

Advantages

• Flexibility and Accessibility: Teams can participate from anywhere with an internet connection, eliminating travel time and costs. This is particularly beneficial for geographically dispersed teams.
• Scalability: Virtual platforms can accommodate a large number of participants simultaneously, making it ideal for company-wide initiatives or training sessions for extensive teams. 
• Cost-Effectiveness: Reduced expenses on venues, catering, and travel contribute to a lower overall training cost. 
• Self-Paced Learning: Many virtual training modules allow participants to learn at their own pace, revisiting content as needed, which can enhance comprehension and retention. 
• Rich Media Integration: Virtual platforms support various multimedia formats, including videos, simulations, and interactive quizzes, enriching the learning experience and improving knowledge retention.

 Expert Insight 

When I worked with a supply chain company, the sales team was spread across multiple time zones. We shifted to virtual training, tailoring sessions by job role, recording them for easy rewatch, and embedding SOPs for ongoing reference. Without the need for travel, training became more accessible and consistent giving managers and the team more confidence in process alignment. Teams felt prepared and were ready to implement the training they received. 

Best Practices

• Design for Interaction: Incorporate polls, quizzes, breakout discussions, and live Q&A to keep learners active rather than passive.
• Keep Sessions Short and Focused: Aim for shorter modules (30–60 minutes) to maintain attention and allow easy rewatching.
• Leverage Multiple Formats: Mix recorded sessions, live workshops, and reference materials like SOPs work together to support different learning styles.
• Build in Frequent Check-Ins: Use chat, reactions, or quick polls to gauge understanding and prevent learners from falling behind.
• Encourage Application: Follow up with assignments, role-plays, or simulations so participants can immediately apply what they learned.
• Create On-Demand Resources: Provide recordings, guides, and FAQs so learners can revisit content anytime.

Considerations

While virtual training offers flexibility and reach, it also comes with challenges that need to be addressed. Maintaining participant engagement can be more difficult online, so strategies such as interactive polls, breakout rooms, and gamification are essential. Technical requirements can also pose a barrier, since reliable internet access and appropriate devices are necessary for all participants.

In addition, trainers may struggle to read non-verbal cues, making it harder to gauge understanding or clarify confusion in real time. Participants in a virtual environment are also more vulnerable to distractions from their home or office surroundings, which can undermine focus and learning outcomes.

Expert Insight 

I found that virtual training requires extra attention to engagement, since participants could easily disengage or face home-office distractions. Tech readiness also proved critical, ensuring that everyone had reliable access to the training and preventing delays. Because non-verbal cues were limited, I built in frequent check-ins and interactive elements to gauge understanding. Shorter, focused sessions allowed participants to revisit the content at their own pace.

In-Person Training

With the rise of virtual classrooms and online modules, in-person training holds a unique value. Face-to-face learning creates energy, builds real connections, and allows people to practice skills in a way that sticks. When done well, it boosts engagement while strengthening teamwork and company culture. At the same time, organizations need to be mindful of cost, logistics, and inclusivity to get the most out of these sessions.

Advantages

• Enhanced Interaction and Collaboration: Working together builds stronger relationships through face-to-face engagement.
• Immediate, Personalized Feedback: Trainers can adjust in real time to better meet participant needs.
• Hands-On Practice: Participants can apply new concepts immediately, reinforcing learning and building confidence through real-world experience.
• Reduced Distractions: A dedicated environment limits workplace interruptions so participants can focus fully on the training.
• Networking Opportunities: Trainees who learn together build stronger connections, collaborate more effectively, and carry those relationships into the workplace.
  

Best Practices

• Incorporate Group Activities and Role-Playing: Keep sessions interactive and practical to keep learners engaged.
• Set Clear Learning Objectives: Establish outcomes upfront so participants know what they should be able to do at the end of the session.
• Design a Comfortable, Well-Equipped Venue – Minimize distractions and ensure participants have the space, tools, and environment they need to stay focused and engaged.
• Provide Breaks and Refreshments: Structure sessions to avoid information overload and maintain energy and attention.
• Provide Real-World Practice: Give participants opportunities to apply concepts immediately through exercises or simulations. 
• Support Different Learning Styles: Mix lectures, visuals, demonstrations, and activities to reach all types of learners.
• Evaluate and Follow Up: Collect feedback, measure outcomes, and provide post-training resources to reinforce learning.

     Considerations

In-person training requires careful planning to balance its many benefits with practical limitations. Travel, lodging, and venue arrangements add logistical complexity and cost, while time away from daily responsibilities can affect productivity. Accessibility and inclusivity are also important factors, since in-person sessions may not be feasible for remote employees or those with different needs.

Scalability presents another challenge, as this format is less efficient for large or geographically dispersed workforces. Health and safety remain ongoing concerns as well, with many organizations still mindful of the risks associated with group gatherings in a post-pandemic environment.

Expert Insight
During a WMS training for a retail client, we built in a hands-on training program where each participant practiced their job function under supervision. The result? Teams were able to transition to the new system while simultaneously shipping the biggest distribution shipment in company history.

Blended Learning: The Best of Both Worlds

For many organizations, a blended learning approach, combining elements of both virtual and in-person training, offers the most comprehensive and effective solution. The table below illustrates how this dual approach can be structured, outlining which components take place virtually, which occur in person, and how the combined method will impact learners. 

Components and Aspects of Blended Learning

By leveraging the strengths of both virtual and in-person methods, blended learning can cater to diverse learning styles, maximize engagement, and optimize knowledge retention. For instance, theoretical concepts can be covered virtually through self-paced modules, while practical application and team collaboration can be addressed in person.

Expert Insight
I designed a blended training program for a retail company with 65 stores nationwide. The goal was to equip retail employees with the knowledge, confidence, and practical skills needed to successfully launch and operate. To conquer the goal, I set up the following objectives:

• Deliver foundational knowledge through recorded sessions and online modules.

• Reinforce learning with in-person store guidance and real-time coaching.

• Enhance employee preparedness and confidence ahead of store launch.

• Measure effectiveness through learner satisfaction and applied skills in the field.

 This hybrid format had a very high satisfaction rate of preparedness for launch.

Conclusion

The decision to train teams virtually, in-person, or through a blended approach should align with your organization’s specific goals and the nature of the training content. By carefully considering the advantages and considerations of each method, and implementing best practices, organizations can design effective training programs that empower their teams and drive continuous improvement. The key is to create an engaging, accessible, and ultimately, impactful learning experience! 

Expert Insight
Across multiple industries, I’ve seen the most sustainable results come from mixing formats—building knowledge virtually, then reinforcing it in person if possible. It keeps teams engaged, makes learning stick, and turns training into measurable performance gains.

How Summit Can Help

Summit helps organizations turn training into lasting results, whether virtual, in-person, or blended. Our OCM aims to ensure your people adopt and embrace the solutions you invest in. Without it, even the best solutions risk low adoption, wasted spend, and missed results. With it, we drive faster buy-in, smoother transitions, and measurable performance gains by guiding the people actually doing the work from the current state into the future state.