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Principle #4

Immersive learning as an operating model

It's Not Just
a Modality

When many people hear the words 'immersive learning' they think of Virtual Reality or semesters abroad learning another language. 

But you don't need VR headsets or travel to reap the benefits of an immersive approach to learning. Lifelike, relevant immersive experiences can be created using tech already available to most companies. And more important than relating immersive learning to tech is seeing it as a different way of running your learning organization that can help both your top + bottom lines.

The key to understanding immersive learning as an operating model - not just a way of delivering learning content - starts with the realization that there are opportunity costs to the current way most companies design, build, and deliver training. Classes, shadowing, eLearning and other mainstays in corporate America have underlying cost structures that often go unnoticed.

For example, live class delivery often requires 2x - 3x more time away from work compared to digital learning methods, and also bears the overhead cost of room rentals, and travel & entertainment, which together often make up 50% of total class delivery costs. 

Similarly, eLearning design typically requires script writing, graphic design, animation, and other build techniques that - alongside stakeholder approvals - can take weeks or months to complete. 

But what if you could start from square one?


How would you invest your learning program dollars? At Bright, we help customers answer this question boldly. 

To achieve immersive, personalized simulations + coaching at scale, we help customers transition away from less effective learning methods and reinvest limited resources in practice. 

Immersive learning is not a gimmick that you add at the end of whatever training you're already delivering. It's a fundamentally different way to run your learning organization. 

Do you have a team of facilitators delivering classes for 40 hours a week? Cancel 20 of those hours (75% or more of which learners are forgetting anyways), and convert the content to digital, immersive formats. Reinvest the time gained into personal coaching exercises (like the ones provided through Bright).

Does training content development take weeks or months to write, produce, and launch? Change your content design approach by re-purposing existing customer interaction recordings to create interactive simulations in 1 day. 

When done right, these sorts of shifts reduce training build times, reduce learner time spent away from work, reduce FTE requirements for managing learning programs, and - most importantly - increase the effectiveness of your training to grow employee productivity and improve customer experiences.


It's a different way to work, but the journey is easier than you think. And Bright's team + tools will help you chart the way.

Quick Inspiration

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