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 2. Culture & Leadership
 3. Maximize Your Organization’s ROI in Professional Development: The Hybrid
    Model Advantage


MAXIMIZE YOUR ORGANIZATION’S ROI IN PROFESSIONAL DEVELOPMENT: THE HYBRID MODEL
ADVANTAGE

Posted on April 3, 2024

By Paul Kern, Senior Director of Learning Innovation, Wisconsin School of
Business Center for Professional and Executive Development 

As a learning and development leader, I have witnessed over the years the
continual transformation of how we deliver learning and development programs to
participants. The enhancements of technology have brought about opportunities to
reach learners in greater capacities with more ease than ever before. Since the
pandemic, this need has dynamically increased due to an even more hybrid or
fully remote workforce and the desire from employees to balance work/life
opportunities. 

As learners turn more to flexible learning options, executive education can
embrace new models, one of which is the hybrid model. The hybrid model, which
includes a combination of in-person and virtual learning, provides an “anytime”
digital platform while retaining the richness of face-to-face interactions in
which executive education has become known.  

Often, I hear that hybrid learning is a response to logistical challenges,
however, a hybrid learning approach is a strategic approach built to enhance
learning opportunities. The approach allows for learners to engage with content
at their own pace leading to a deeper in-person session for interactive
learning. This format allows learners to come “primed” with increased knowledge,
questions, self-reflection, and personalized examples.  

A Gitnux Maketdata Report indicated that hybrid models can increase student
engagement by as much as 16% and increase subject matter retention by 17%
compared to traditional classroom learning.    


EMERGING LEADERS ACADEMY: HYBRID SUCCESS STORY

CPED’s new Emerging Leaders Academy is a professional development program
delivered in the hybrid model. The Emerging Leaders Academy provides early-stage
mid-level leaders and those who lead others through cross-project work the
ability to self-reflect on key leadership competencies that support their growth
journey and increase their impact. This growth journey can be expanded even more
with an optional 360-degree evaluation and coaching session. 

During the needs assessment of the design process, it was clear that leaders
were looking for professional development that would balance their busy
schedules. This balance is a hallmark of a hybrid program. Not only does it
allow for more balance, learners are able to engage with foundational concepts
at their own pace and then come together for an in-person workshop to build
deeper awareness.  

The Emerging Leaders Academy’s modules include self-paced online elements
followed by an in-person workshop. The self-paced module allows the participants
to become familiar with key ideologies and then self-reflect on these
components. The in-person workshop expands the key competencies in each module
by adding the next layer of depth. To ensure these core concepts remain active
after the session, microlearning bursts are deployed after each module to keep
the core concepts front and center. 

The Emerging Leaders Academy contains four modules: Starting with Self, Leading
with Courage, Leading through Relationships, and Leading with Purpose delivered
over several months.  



During the initial cohort, 93% of learners reported they felt more prepared to
discuss their personal leadership purpose and values, as they were offered the
ability to self-reflect on concepts such as emotional intelligence, wellbeing,
and servant leadership. While 96% of learners reported they felt more aware of
the qualities of a “courageous leader.” 

As the business world continues to face rapid change, the flexibility and
adaptability of a hybrid professional development will begin to play a more
pivotal role in reaching learners who need flexibility, a balance of
experiences, and personalized exploration to enhance their growth journey. By
embracing the hybrid model, your organization demonstrates it is not just
adapting to change but leading the way and serving your employees in a way that
meets their needs, not just the organization’s. 

If you’d like to learn more about how you can incorporate hybrid professional
development programming at your organization set up a meeting with one of our
solutions advisors to start the conversation. 

Connect with a Solutions Advisor

--------------------------------------------------------------------------------



Paul Kern is the Senior Director of Learning Innovation at the Wisconsin School
of Business Center for Professional and Executive Development. He has over 15
years of experience in corporate learning and development. His specialties
include instructional design, facilitation, eLearning, and learning
strategy/innovation. Paul is an avid AI explorer and has led learning and
development teams in the health insurance, financial services, and executive
learning sectors. Paul has a Bachelor of Science in Elementary Education from
Winona State University and a Master of Science in Curriculum and Instruction:
Educational Technology from the University of Wisconsin–Madison.


 

Posted in Culture & LeadershipTagged center for professional & executive
development, Culture & Leadership, Leadership, Professional Development,
Wisconsin School of Business, wsb


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