If you’re designing or updating your organization’s employee training and development program, you’re likely considering various learning formats. People learn best in different ways, and you must decide which methods make the most sense for your organization and employees.
At first glance, encouraging employees to upskill independently can seem appealing. This enables you to tailor your development plans and focus on weaknesses that may differ by individual. Such tailored development programs can be difficult to implement at scale, however, particularly for larger organizations.
Another option? Cohort-based learning.
Here’s an overview of what cohort-based corporate learning entails, how it works in an online setting, and the advantages it offers compared to more individualized training and development programs.
What Is Cohort-Based Learning?
Cohort-based learning is an educational framework in which learners progress through an established curriculum as a group, or cohort, rather than individually. This adds a social element to the experience, empowering learners to interact and collaborate as they complete assignments, discuss challenges, and work together to solve problems.
The peer-to-peer engagement that occurs within a cohort, such as forums, discussions, and peer reviews, isn’t just a byproduct; it’s a defining feature. Each learner becomes a valuable resource for others, enriching the overall experience.
Chances are, you’ve participated in cohort-based learning without realizing it. If you attended college, for example, you were part of a learning cohort alongside others in your major, advancing together through the coursework required for graduation.
How Does Online Corporate Learning in a Cohort Work?
One of the main challenges of in-person cohort-based training and development at the corporate level is coordinating schedules to gather multiple employees. That’s why many online solutions, such as Harvard Business School Online’s courses, embrace asynchronous learning, which allows busy professionals to complete coursework at their own pace and schedule, as long as deadlines are met.
Cohorts can vary depending on the educational provider and your organization’s goals. At HBS Online, for instance, cohorts can be either public or private:
- Public cohorts comprise professionals from diverse organizations across various industries and geographies worldwide, offering valuable networking opportunities and global perspectives.
- Private team cohorts gather employees from the same organization, who learn together as they develop new skills and consider the issues and challenges your organization faces.
Related: HBS Online Corporate Learning: How it Works
5 Benefits of Cohort Learning for Professional Development
Organizations that embrace cohort-based learning, whether through public or private cohorts, can unlock several benefits for employee growth and development, including:
1. Collaborative Problem-Solving
Discussion among learners is a core element of cohort-based learning. It serves two primary purposes: It transforms each learner into a resource for others—making concepts easier to grasp—and provides opportunities to strengthen collaboration skills.
When team members participate in the same cohort, discussions can lead to meaningful collaborative problem-solving during the course and in the workplace. This is especially valuable in instances where course material ties back to your organization.
For example, in many HBS Online courses, learners are prompted to reflect on their experiences in relation to the material. In some cases, these reflections are private, but in others, they’re shared with the broader group for discussion. Reflections shared between employees not only help surface your organization’s strengths or weaknesses but also lead to conversations that inspire real-world solutions.
Rajneesh Gupta, vice president of strategy, mergers and acquisitions, and analytics for Intuit’s ProTax Group, reflects on a key lesson from Disruptive Strategy, taught by HBS Professor Clayton Christensen: “Clay starts off the course by saying that I don’t want to teach you what to think, I want to teach you how to think. He does that very well in the course. As the team learns how to think, it creates the right conversation.”
2. Reinforced Team Dynamics
Learning a new skill or completing a development program can and should be a challenging experience. It’s through that challenge that new strengths are built, on an individual and team level.
When co-workers experience—and eventually overcome—a challenge together, it can have far-reaching benefits for the entire team. Shared challenges provide employees with opportunities to bond, trust one another, and confront biases, ultimately leading to greater levels of self-esteem and stronger, more resilient relationships in your organization.
Leslie Brunner, senior vice president for people and process at athenahealth, shares that the format fosters a sense of connection. It brought together colleagues who don’t often work closely through weekly meetings—a dynamic made possible by the company’s use of HBS Online courses for its professional development.
This is supported by data: According to a survey of nearly 2,500 former learners, 65 percent reported receiving more respect or influence at work, while 90 percent felt more self-assured in their roles after completing an HBS Online course.
3. Accountability and Motivation
When your organization invests in employee training and development, you want that investment to deliver results. Yet, balancing coursework with day-to-day responsibilities—while maintaining a healthy work-life balance—can be difficult when there’s little external motivation to complete professional development.
Cohort-based learning can help bridge that motivation gap. When multiple employees from the same organization are enrolled in a cohort, the shared experience fosters a sense of accountability and, at times, even friendly competition. No one wants to be the one who falls behind, and that social dynamic can be a powerful motivator.
“Having my direct reports be a part of the course at the same time meant that we were going on a journey together,” says Suzanne Neufang, vice president of marketing for Intuit’s ProTax Group. “This had that extra level of learning plus commitment to your team to come to that next huddle with your head on, thinking about what you’ve learned, and being able to offer it in conversation.”
While multiple factors influence course completion, HBS Online’s cohort-based approach likely contributes to its high 85 percent completion rate across all courses.
4. Widespread Organizational Development
Enrolling one or two employees in an online course can support individual skill development, but its impact is often limited to those employees. Enrolling a cohort at the same time, however, enables your company, or a team within it, to benefit. Shared learning also drives organizational alignment, ensuring everyone is working together toward the same goals.
Imagine that your organization has had widespread issues designing and managing effective teams. By enrolling all your managers and team leads in an online course designed to facilitate better team performance, such as Management Essentials or Dynamic Teaming, you ensure organization-wide improvements instead of siloed change. This reduces the time it takes to experience a return on investment, allowing you to move more quickly onto other initiatives.
Cohort-based learning also supports rapid capability building in preparation for large-scale initiatives, such as expanding into new global markets or digitally transforming your business. It enables you to upskill your workforce in a unified, strategic way.
5. Diverse Perspectives
A cohort-based model for professional development can also be an effective means of exposing your employees to diverse perspectives, from within your organization and beyond.
In a public cohort, professionals from diverse organizations, industries, and career stages gather to learn and collaborate. This empowers your employees to build their networks in ways that might benefit your organization. It can also expose them to new ways of thinking. Discovering how a professional in an industry or organization different from your own tackled a challenge could inspire your employees to try something similar.
Private cohorts offer a different but equally valuable form of diversity. By bringing together employees from across departments, many of whom may rarely interact, you create space for meaningful knowledge-sharing and cross-functional understanding. This can break down siloed workflows, foster empathy, and improve collaboration across the organization.
Reap the Benefits of Cohort-Based Learning with HBS Online
The social, cohort-based learning model is a defining characteristic of HBS Online. Whether you’re interested in enrolling your employees in a public cohort where they can interact with professionals from other organizations and industries, or a private cohort designed to rapidly upskill your team in unison, HBS Online courses offer several professional development options.
Are you ready to embrace cohort-based learning to empower your employees with the skills and strategies they need for success? Learn more about bringing HBS Online to your organization.
