In Part 1 and Part 2 of this series, we explored the reluctance of many in the leadership development field to begin incorporating blended learning solutions into their curriculum and common reasons, excuses and myths associated with this reluctance to change.  In today’s final installment, let’s look to the future.  I believe that, looking ahead, there can only be more “e” in the blend.  Here are some trends that support this theory:

  • Learning technology is becoming more people-centric than content-centric. Social platforms, mobile apps and communication devices connect people with people. That’s very good news for leadership development, which is about getting work done through people anyway.
  • Tracking technology and analytics give us immediate feedback. For example, I have a watch that shows my pulse. It is a great personal feedback tool when I’m in meetings. On a higher level, real time network analytics (aka the social fabric of leadership) will soon provide a real time thermometer into the health of our organizations.
  • The massive need for more and better leaders: the need for more, faster and better leadership development–especially to currently under-served audiences–is so big that we cannot meet it without more technology.

These trends, needs and the technology on the horizon make me confident that going forward, the portion of  “e” components in the leadership development blend will only increase. Leadership development may have been lagging in its adoption of the first wave of learning technologies, but the newer technologies are right up the alley for leadership, as they are all about connecting people, real time insights and scale.

My final plea is to all the the role-models.  As leaders we’ve said to the others in our organizations that they need to learn more through blended learning. That also means we need to set the example ourselves.  After all, who’s afraid of blended technology? Not you and I, right?

Sources and further reading:

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