Where to Focus Efforts in Virtual Leadership Development

Part of the challenges many companies face is how they will ensure that they can continue developing their workforce capabilities, especially for leadership roles, because of the cancelation of face-to-face events and the staff’s furloughing at all levels. They are now a force to rethink the value of virtual leadership development and some of the things they can create, reconfigure, and revamp from scratch to ensure that their company continues to grow.

The time is now for human resources and learning and development leaders to be the driving force of change while pushing innovation and not only look for a temporary measure to mitigate future issues. They can accomplish this by assessing how to invest in and deliver virtual leadership development training. Whether tactical or practical steps and more strategic opinions, training can support individual leadership development and stays on track with some of these tips.

Don’t Reinvent the Wheel

Organizations don’t have to roll out those significant training initiatives they are desperate to run since they have been working on it for quite a while. This is the time for businesses with employees to take advantage of this time to train extensively. They also need to ensure that all of their employees are upskilled to within an inch of their lives and are prepared to hit the ground running. And that could be a mistake. Undergoing a lengthy, in-depth, and new training program is not what a company’s leadership team needs right now. They need to keep business goals in mind when designing and delivering virtual leadership training. It is essential to make it manageable. Leaders will be on target and remain focused when businesses use milestones, regular feedback, and bite-sized chunks, whether the training is on a broader business goal or for their PDP.

Reassess Digital Capabilities

It has never been more accurate with the saying that “necessity is the mother of invention.” L&D and HR are now told to deliver eLearning and remote training on all fronts after the two sectors have argued with senior leadership and C-suite about investing in remote and eLearning solutions for years. Companies know where by now the holes lie in their digital capabilities for them to maintain standards and training levels and the eagerness of their leadership teams to engage with the training. They need to assess further some of the gains they have achieved with their training to date. With that, they can determine whether their current strategies and delivery techniques are providing the right results for business and individual goals.

Reprioritizing Development and Learning Agenda

Companies need to review their plans for the year. They must also consider which capabilities are equally essential and rise to the top and the ones that they need to include. They must again ask why they are embarking on virtual leadership development training. Are they developing leaders for a more comprehensive business strategy or if it is compliance? They will get the help to understand the “what” when they know the “why” and then consider how they can deliver their training program for each outcome remotely.