As organizations and individuals around the world settle into a blend of in-person and virtual work, we’re learning more about the opportunities and risks hybrid brings. One key concern is leadership development. We know that some of the vital ways in which executives learn on the job — such as serendipitous interactions and informal feedback — suffer in virtual and hybrid contexts. At the same time, improvements in technology have expanded program design possibilities. Indeed, this might be just the right moment for leadership development to reinvent itself — moving beyond the week-in-a-classroom model of learning towards something more experiential and applied and partly virtual.