In today’s challenging organisational landscape, where workforce expectations, technology, regulation and economic pressures are shifting faster than ever, HR and L&D teams are under increasing pressure to justify investment in leadership development. This webinar, hosted by US2U Consulting founder Rachel Blackburn MBE with expert contributors from The Open University and third sector, offers a practical framework for making the business case for leadership education, including MBAs.
Leadership capability as a strategic workforce requirement
Dr Aqueel Wahga, MBA Programme Director, opened by emphasising that leadership education is no longer optional for sustainable organisational performance. Leaders now operate in environments shaped by digital disruption, changing stakeholder expectations and global instability. As he put it:
Aqueel explained: “Training future proofs the organisation… helping leaders navigate complex challenges with evidence based decision making.” For HR and L&D teams, this reinforces the need to view leadership capability as a core workforce asset rather than a discretionary cost.
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Case studies: How education accelerates careers and strengthens organisations
Personal stories from the panel demonstrated the tangible career and organisational gains from leadership education.
- Rachel Blackburn linked her OU MBA directly to founding and scaling her consultancy: “I built the business around the four planks of what I studied… it’s stood us in good stead for 20 years.”
- Susan Hamilton, CEO of St Peter’s Hospice, found the OU MBA filled critical capability gaps as she moved between sectors: “I needed more formal leadership and management training… the MBA gave me immediate skills in finance, marketing and strategy that I wouldn’t have gained otherwise.”
Dr Fidèle Mutwarasibo, Associate Head of Open University Business School - External Engagement used also postgraduate study to strengthen confidence and credibility after stepping into senior roles: “I went back to study to legitimise my expertise… to feel I deserved to be in that space.”
For L&D teams and aspiring leaders, these experiences help demonstrate ROI beyond the purely financial—supporting retention, mobility, performance and organisational agility.
