• Published January 15, 2024
  • 5 Minute Read
LEADING EFFECTIVELY ARTICLE

Advantages of Online Learning for Leadership Development: What Our Research Says

Published January 15, 2024
woman contemplating the advantages of online learning for development

Why Online Learning Is an Important Tool for Leadership Development

The COVID pandemic fundamentally changed our world. Learning, leading, and working remotely had been a growing trend over many years, but it quickly became a universal necessity. This disrupted nearly every facet of most organizations, including training and development — a critical activity for organizations to stay competitive and thrive.

Today, organizations are building upon those pandemic era-shifts and continuing to rethink their L&D strategies to maximize the advantages of online learning for leadership development.

High-performing organizations know that retaining and developing leadership capacity remains their top talent challenge — and that continuing with their leadership development efforts will be crucial not only for weathering inevitable storms, but to the long-term success of the organization.

Having well-developed and effective leadership at all levels of the organization is important as organizations position their businesses for recovery and growth. In fact, our market research found that organizations are continuing to invest in leadership development, even in economic downturn, with 82% saying it will provide a competitive advantage.

Online learning for development has been, and will continue to be, an essential L&D tool. Fortunately, the research shows that virtual leadership development programs can create results at levels similar to those of in-person programs.

Access Our Webinar!

Watch our webinar, In-Person vs. Online Learning: Choosing the Right Modality for You & Your Organization, and learn what to consider when you’re looking at in-person versus online learning for development initiatives at your organization — and how the ideal delivery method can shift over the course of a career.

Advantages of Online Learning vs. In-Person Leadership Development Programs

In addition to having high participant engagement levels and similar impact as in-person programs, online learning for leadership development also offers additional benefits to the organization. Programs are easily scalable and can be delivered to any number of leaders. They can be customized and personalized into a journey specifically for your organization and its leaders.

Online training is also convenient for your organization’s leaders in that they’re able to participate from any location in the world and don’t require additional travel expenses, making it possible for your people to learn leadership skills online and transform without travel.

And online learning for development has key advantages over in-person options:

  • Agility: Short, video-based learning can target specific skills needed in a fast-changing environment.
  • Flexibility: Self-directed learning allows learners to move at their own pace and replay videos if they missed something.
  • Immediacy: Learners are able to apply what they just learned to their own jobs in real time.
  • Scalability: Online training is a cost-effective way to provide development for large groups of learners.

Most importantly, online leadership development is a safe and effective way for your organization to continue its talent development efforts.

Infographic: Advantages of Online Learning & 3 Reasons to Invest in Online Leadership Development

Satisfaction With Our Virtual Programs Matches In-Person Formats

At CCL, our clients often ask about the impact and advantages of online leadership development versus more traditional in-person delivery. Our ongoing research continues to show that satisfaction with leadership development delivered virtually is nearly the same as an in-person experience.

We’ve seen consistent results between our traditional in-person leadership programs and our live online program offerings in all areas, including client satisfaction, learning effectiveness, and likelihood to recommend to a colleague.

How We Compared the Advantages of Online Learning vs. In-Person Programs

1. Achievement of Objectives

We’ve seen similar positive results for achieving learning objectives and being applicable to the participants’ work.

We heard equally from participants in both delivery methods that their program met the promised learning objectives, and they felt similarly confident about their abilities to apply the knowledge and skills gained in their programs to both their job, as well as to their organization’s success.

“Our participants were pleasantly surprised at the structure and effectiveness of the virtual program, and most enjoyed collaborating and learning from colleagues across the global organization.”

Angela Spears
Learning Consultant, Pitney Bowes

2. Level of Engagement

Both formats were able to deliver a meaningful and engaging learning experience.

Additionally, both our live online and in-person program participants said that our programs were able to deliver a meaningful learning experience, with similar average ratings for both methodologies on a 5-point scale.

Our live online programs contain many of the same elements and experiences that happen in our widely recognized in-person programs. Small group discussions, 360-degree feedback, and personal one-on-one coaching are just some of the human-centered activities that we’re able to duplicate virtually, making live online as close to an in-person program experience as possible.

In addition, nearly all participants (98%) rated our live online leadership programs as equally or more engaging compared to other virtual leadership development programs they have experienced.

3. Quality of Facilitation

According to our research, leadership development participants not only want content to be applicable, they want it to be immediately applicable. In a highly uncertain and unpredictable world, time and resources are limited, and urgency plays a big role in learning experiences. Skilled facilitators are the key to drawing these lines of connection because they are able to share their experiences.

Participants in both in-person and online delivery were highly satisfied with the faculty who delivered their training program, providing further evidence that our faculty are able to deliver a highly engaging and meaningful learning experience in an online format, as well as in-person.

Online participants who were surveyed especially appreciated that facilitators were willing to relate personal stories and insights. They also commented on their instructors’ ability to push the conversation beyond the “comfort zone.” (Our instructors have even shared some of the surprising and unexpected benefits of online learning for development.)

4. Ease of Use

A confusing or overly technical user experience is often one of the biggest criticisms of an online leadership development experience. According to our participants, that’s not the case with our online leadership training. Most participants (94%) reported that they found our live online programs easy to access, use, and navigate.

Online Learning Is Here to Stay

As the workplace has become more virtual, so have our leadership development solutions. Our expansive portfolio of innovative online leadership training immerses participants in compelling conversations, peer-learning exercises, and personalized attention in order to generate the results that matter most to you and your organization.

Ready to Take the Next Step?

We can partner with you to create a leadership development solution with all the advantages of online learning, designed to fit your organization’s unique needs. Explore our virtual leadership development programs for leaders at every level.

  • Published January 15, 2024
  • 5 Minute Read
  • Download as PDF

Based on Research by

Jeff Kosovich
Jeff Kosovich, PhD
Senior Evaluation Associate

Jeff is an educational psychologist with a background in research methods, psychological measurement, and human learning & motivation. He contributes to the design, implementation, analysis, reporting, and learning from various initiatives at CCL by deploying existing evaluation tools as well as developing and testing innovative methods and tools. He’s currently working to develop program evaluations that are simultaneously formative for participants, diagnostic for program developers, and summative for clients and funders.

Jeff is an educational psychologist with a background in research methods, psychological measurement, and human learning & motivation. He contributes to the design, implementation, analysis, reporting, and learning from various initiatives at CCL by deploying existing evaluation tools as well as developing and testing innovative methods and tools. He’s currently working to develop program evaluations that are simultaneously formative for participants, diagnostic for program developers, and summative for clients and funders.

Valerie Ehrlich
Valerie Ehrlich, PhD
Former Director, Insights & Impact

Valerie managed our Insights & Impact group, overseeing evaluation and applied research projects in the nonprofit, K-12, higher education, and population health sectors. With a research background is in social identity and human learning and development, she’s committed to data utilization and visualization and effectively leveraging research in service of Equity, Diversity & Inclusion (EDI).

Valerie managed our Insights & Impact group, overseeing evaluation and applied research projects in the nonprofit, K-12, higher education, and population health sectors. With a research background is in social identity and human learning and development, she’s committed to data utilization and visualization and effectively leveraging research in service of Equity, Diversity & Inclusion (EDI).

Stephanie Wormington
Stephanie Wormington, PhD
Former Director, Global Strategic Research

Stephanie is a researcher with a background in developmental and educational psychology. Her research at CCL focused primarily on promoting equitable and inclusive organizational cultures, exploring collective leadership through networks, and enhancing motivation and empowerment for leaders across their professional journeys.

Stephanie is a researcher with a background in developmental and educational psychology. Her research at CCL focused primarily on promoting equitable and inclusive organizational cultures, exploring collective leadership through networks, and enhancing motivation and empowerment for leaders across their professional journeys.

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About CCL

At the Center for Creative Leadership, our drive to create a ripple effect of positive change underpins everything we do. For 50+ years, we've pioneered leadership development solutions for everyone from frontline workers to global CEOs. Consistently ranked among the world's top providers of executive education, our research-based programs and solutions inspire individuals in organizations across the world — including 2/3 of the Fortune 1000 — to ignite remarkable transformations.