Learning Hub for HR & L&D
Practical guides, videos, FAQs, and HR and L&D support resources for using Blended Leading inside Microsoft Teams.
FAQ – HR Admin Perspective
This FAQ answers the most common questions from HR Admins, HR Business Partners, and L&D leaders.
It focuses on governance, impact, and practical rollout considerations.
General & Strategic Questions
Can Blended Leading be used for performance evaluation?
No.
Blended Leading is designed strictly as a development tool, not an evaluation system.
• No individual scores are created
• No rankings are generated
• No data should be used for performance reviews
Using it for evaluation would undermine trust and reduce effectiveness.
What makes Blended Leading different from training programs?
Blended Leading does not replace training – it extends it into daily work.
Instead of one-time learning events, it provides:
– Continuous nudges
– Contextual support
– Reinforcement of learned behaviors
This increases the application and retention of learning.
How does Blended Leading create impact at scale?
It combines:
• Existing HR data (e.g. 360 feedback)
• Leadership models and values
• AI-supported Nudge Drivers
This enables personalized development for many leaders simultaneously, without manual effort from HR.
Data & Privacy
Can HR see individual leader data?
No.
HR can only see aggregated and anonymized insights.
HR cannot access:
– Individual nudges
– Individual ratings or actions
– Individual behavioral data
Can managers access individual data?
No.
Managers have no access to:
– Individual nudges
– Ratings or action statuses
– Results data
What data is used by the system?
Only explicitly provided data, such as:
– 360 feedback reports
– Leadership models
– Psychometric profiles (if enabled)
No hidden or passive data collection takes place.
Is Blended Leading GDPR compliant?
Yes.
It follows EU GDPR standards, including:
– Explicit consent
– Data minimization
– User control over data
– Secure EU-based processing
Setup & Configuration
Do we have to upload data for every user?
No.
This depends on your setup:
• In organization-managed setups, HR can upload data centrally
• In individual-managed setups, users can upload their own data
Both approaches are supported.
What happens if data is incomplete?
• Blended Leading will still work.
• Nudges will be generated based on available data
• Additional data improves relevance over time
You can start simple and expand later.
How important is the leadership model?
Very important.
The leadership model defines:
– How data is interpreted
– How insights are structured
– What nudges are based on
Clear, behavior-based models lead to better results.
Adoption & Engagement
How can we increase adoption?
Key success factors include:
• Clear communication (what it is and what it is not)
• Strong emphasis on privacy and non-evaluation
• Simple onboarding
• Visible leadership support
Adoption improves when leaders feel safe and supported.
Do leaders need training to use Blended Leading?
No formal training is required.
The system is designed to be:
– Simple
– Intuitive
– Embedded in Microsoft Teams
Short introduction materials are usually sufficient.
What if leaders don’t rate nudges?
That’s not a problem.
• The system still works
• Ratings help improve faster, but are not required
Insights & Reporting
How should we interpret the reports?
Reports provide directional insights, not precise measurements.
They help you:
– Identify patterns
– Understand trends
– Support strategic decisions
They should not be used for individual assessment.
Can we compare departments or regions?
Yes.
You can use filters such as:
- Division
- Department
- Location
- Leadership level
This allows you to identify differences across groups.
What do ratings and action statuses tell us?
They provide insight into:
• How useful nudges are perceived
• How leaders engage with suggested actions
Examples:
– High ratings → relevant nudges - “Already Done” → behavioral adoption signals
All data is aggregated and anonymous.
Technical & Operational
Do we need IT support to run Blended Leading?
Initial setup may involve IT (e.g. Teams deployment), but ongoing operation is HR-driven.
Can we scale gradually?
Yes.
You can:
– Start with a pilot group
– Test configurations
– Expand step by step
What happens if we change our setup later?
You can update:
– Data sources
– Leadership model
– Organizational structure
Changes will be reflected in future nudges and insights.