A few years back, it used to be that if you wanted your leaders to get better at leading, you sent them on a two-day, in-person course.

Covid and the advent of technology have changed all that. And maybe so too has the fact that we’ve all been guilty of going on a course, loving it, learning heaps then coming back to work and forgetting it all. Not great ROI, am I right?

There are still a few instances when an in-person short course is what’s logistically necessary. For example, when you need to upskill a group of people quickly. But I’m surprised at how many New Zealand organisations are still opting only for this outdated and often costly approach to leadership development. 

But purely online, self-directed learning for leadership ain’t the way to go either.

So – what is the most effective approach when it comes to leadership development? 

Blended learning.

Blended learning – where there’s some online, self-paced learning, combined with instructor-led group coaching sessions – is the future of leadership development because it makes the best use of the unique benefits of each format. Studies have shown that this method generally leads to more effective results. 

Blending leadership learning means in-person training and digital learning don't have to be an either/or situation.

Five reasons blended leadership development programmes are the way to go:

1. Flexibility

No two leaders learn the same way. Some of us are visual learners, others auditory or kinaesthetic. Leaders with neurodiverse needs may also find traditional, long classroom sessions challenging. A blended approach – combining digital learning with face-to-face or virtual coaching – meets people where they’re at. It allows leaders to learn when and where it works best for them, while reinforcing key concepts through connection and discussion. It’s also brilliant for organisations with geographically-dispersed teams, like one large organisation I work with who have leaders all over New Zealand and Australia with different time zones. They needed something that was effective – and cost effective.

2. On-the-job application

The biggest aha moments from participants on The Leader’s Map is when they’ve tried something like a feedback conversation after learning a new tool, then come back weeks later to share with each other their experiences of putting the approach into practice. Sometimes, the best learning is when it hasn’t gone well and they get to reflect and learn in a trusted environment with peer support. It’s a kind of LEARN-DO-REFLECT approach.

One of the significant gaps in leadership development is the jump from theory to practice. Blended programmes close that gap, like in my example above. Leaders can immediately apply what they’re learning to real work situations, reflect on what’s working (and what’s not), and bring those insights back into coaching or group sessions. It’s learning that sticks because it’s real and relevant, and it gets embedded as you go.

3. Customisation

Off-the-shelf programmes often miss the mark. Fully bespoke solutions can be eye-wateringly expensive. Blended programmes offer the best of both worlds – practical, accessible content that can be adapted to your leaders’ unique context. Group coaching further tailors the experience, allowing leaders to work through their specific challenges and opportunities, not just consume generic material. It’s context over content, every time.

4. Cost-effectiveness

Leadership development doesn’t have to blow the budget. Blended learning reduces travel costs, minimises time away from the day job, and makes smarter use of your L&D investment. You can still offer a rich, high-impact training and development experience – without the hefty price tag of purely in-person programmes.

5. Cross-functional collaboration

I’ve been surprised at how often I get feedback from clients of The Leader’s Map that it’s broken down siloes within the organisation and got their leaders using a common language. That’s leadership gold.

It really is true that learning is better together. Cohort-based, blended programmes foster connection across different functions, locations, and levels of experience. Leaders learn with and from each other, building networks that last long after the programme finishes. One cohort I know still meets bi-monthly four years after they finished the programme!

So, the next time you’re considering leadership development for your leaders, think beyond sending them on that two-day course – and consider a blended learning approach instead.