Organization wide blended learning is not only for small organizations

Developmental theories have established that adults are learning oriented only when they are convinced that there is a need to learn to effectively deal with real-life challenges. In such a scenario, it is affirmative that there has to be an ecosystem which is created to encourage learners to discover their own `needs to know´ and that learning interventions should be organized around real life application categories and sequenced according to the learners´ readiness to learn. If learning could leverage employee know-how and further it, we would be able to customize learning to an individual´s need. In the managerial space, we have opportunities where employees across levels and roles in the organization have access to the same content. In a scenario like this, learners ask the question-why should I refer to this source of knowledge? If learning could leverage employee know-how and further it, we would be able to customize learning to an individual´s need. Even if we talk about only the managerial space, we have opportunities where employees across levels and roles in the organization have access to the same content. This paper is a case in point of the opportunity to customize and adapt content such that it leverages employee experiences to find meaningful and different value in the education path and process of every learner.