Why Cohorts Still Matter in an On-Demand World

Right now, L&D seems to be full of calls to make learning “just-in-time,” “self-paced,” and “available on demand.” Of course, there are genuine benefits to this approach. Flexible access makes learning easier to fit around busy schedules, enables individuals to take ownership of their development, and allows organisations to scale learning at low cost.

But there’s a danger too. If everything becomes self-serve, we risk losing something fundamental: the power of learning together.

Live or blended programmes, where learners progress as a fixed cohort, offer benefits that can’t be replicated by self-driven learning alone. Research from psychology, neuroscience, and adult learning theory shows that shared learning experiences accelerate growth, deepen understanding, and build capability in ways that last.

Even in our own VIP community, members regularly say they learn more from informal conversations with peers than from the formal inputs. The structured sessions simply give them a reason to show up and a focus for discussion, but it’s the shared journey and mutual accountability that really delivers the value.

Here’s why fixed cohorts are so effective, and what this means if you’re designing or commissioning training.

The benefits of learning as a cohort

1. Peer Support and Networking

Why it matters: Social Learning Theory (Albert Bandura, 1977) shows that people learn by observing, modelling, and interacting with others. Cohorts build trust and psychological safety, making it easier to ask questions, share struggles, and learn from real examples.
Case in Point: Collaborative activities mirror workplace scenarios, developing teamwork as well as subject knowledge, and encouraging informal learning that will continue long after the programme has finished.

2. Collaboration and Teamwork

Why it matters: Constructivist theories (Piaget, Bruner) show that knowledge is built through social interaction. Tackling problems together exposes learners to diverse perspectives, encouraging critical thinking and creativity.
Case in Point: Getting people in a room together to share experience, challenges, knowledge and examples helps to break down silos, build relationships, and encourage collaboration. It’s just as valuable as the course content.

3. Consistency and Accountability

Why it matters: Behavioural science (BJ Fogg, 2009) confirms that people stick to commitments when others are involved. A fixed cohort creates gentle peer pressure. You feel responsibility to the group, but also know that informal support is there. No one wants to be left behind, and no-one wants to leave others behind.
Case in Point: Programmes with shared milestones and check-ins consistently show lower dropout rates than self-paced courses. No-one wants to be that person who hasn’t applied the learning and has experience to share.

4. A Shared Learning Journey

Why it matters: Malcolm Knowles’ principles of adult learning (1980) stress the importance of reflection and relevance. When everyone moves at the same pace, concepts can be applied immediately to shared discussions, reinforcing understanding.
Case in Point: Cohort discussions often surface practical tips that never appear in the course materials. Participants can also share other perspectives and provide alternative ways of looking at the content, so information that might not be understood from a screen or trainer, may be grasps when explained by a peer.

5. Enhanced Learning Outcomes

Why it matters: Lev Vygotsky’s “Zone of Proximal Development” (1978) shows people learn best with the right level of support. Cohorts provide this scaffolding naturally as peers explain ideas to each other. Neuroscience research (Kuhl, 2007) also shows that social interaction strengthens memory formation.
Case in Point: Participants who explain concepts to peers retain them longer and use them more confidently back at work. By engaging people in the teaching as well as the learning, they hone their knowledge and skills (and it’s a great way to get more experienced participants on board who may be resistant).

6. Emotional and Psychological Support

Why it matters: Neuroscientist Matthew Lieberman (2013) found that social connection reduces stress — and stress inhibits learning. Cohorts create a sense of “we’re in this together,” helping learners stay motivated even when the material is tough, and we NEED a challenge if learning is to be meaningful.
Case in Point: High-challenge programmes have better business results when participants feel part of a supportive group. The risk of failure is reduced so people are more likely to step out of their comfort zones and try something new (and maybe even a little bit scary)

7. Facilitator Engagement

Why it matters: A consistent group allows facilitators to notice patterns of engagement and adapt content on the fly. This aligns with Kolb’s experiential learning cycle (1984), where timely intervention makes learning stick.
Case in Point: Facilitators can adapt the programmes as they go to reflect business and individual needs to target support precisely, rather than reteaching broad topics to everyone. This will aid application of learning and increase the impact of behaviour change on business outcomes.

8. Long-term Professional Development

Why it matters: Lave and Wenger’s concept of “communities of practice” (1991) shows that learning continues when people stay connected. Cohorts often evolve into informal support networks that last well beyond the end of the programme.
Case in Point: Alumni groups frequently become hubs for sharing challenges, opportunities, and resources months or even years later. It well known (and certainly true in the Training Designer’s Club VIP community) that people join to solve a problem or learn something specific… they stay for the community and ongoing support.

What this means for learning designers and training managers

On-demand learning has its place — for quick refreshers, targeted skill gaps, or compliance requirements. But when you want deep learning, behaviour change, or stronger networks inside your organisation, nothing beats the power of a fixed cohort.

When people learn together, they don’t just gain knowledge. They gain confidence, connection, and a culture of collaboration that continues long after the last session ends.

When designing a live or blended programme, don’t just assume the cohort benefits will happen automatically — design for them deliberately:

• Protect the cohort structure. Avoid rolling enrolments or frequent swaps that break group continuity. Psychological safety is critical. People won’t take risks if they feel they will be judged rather than supported.
• Build interaction, not just content delivery. Don’t over-fill your live sessions with content. Build in time for peer discussions and exploration.
• Create lots of touch points. We know that spaced learning; little and often interventions, keep learning alive and help to strengthen relationships. Consider the use of buddy systems, and group projects.
• Create shared milestones. Specify achievable action points, have progress check-ins and set practical assignments to keep everyone accountable and moving together.
• Encourage reflection. Schedule debriefs or forums after each module to help learners consolidate and apply their knowledge. help people to measure their own progress and share success.
• Support relationships after the programme. Alumni groups or follow-up sessions sustain the network and keep the learning alive.

ACTIVELY supporting people with learning; by helping them to become self-sustaining; can only be a good things as organisations strive to become learning organisations with agile workforces.

Designing live or blended programmes is only partly about great content delivered well. It’s also it’s about creating the conditions where people learn from each other during and between the modules. If you’d like to take this further, I’ve created a free resource on harnessing the power of user-generated content — a practical way to tap into your learners’ knowledge and make programmes even more impactful. Explore it here →