As many are beginning to learn, it is not easy to transform a leadership development program from a traditional format to a virtual one. The outcome will be different, but if you have it right, expecting all members to be educated in a corporate meeting room will be far better than it will ever be. More than 50 HR and training managers were scrutinized for their opinions, and recent virtual program delivery encounters in researching this post. The outcome is an insightful list of ‘must-haves.’
Without leaving your bedroom, you can now go to university. With an international community of students, you can do A levels online and never need to walk to school. Without moving an inch, you can be trained and skilled in many things. Through your computer screen, you can get transformative coaching and counseling, and even medical advice.
Leveraging Digital Transformation
Until this year, we never thought these things were possible, not necessarily. Now we know what’s possible from everybody’s own experience. It is not the same as completing a training course in leadership, but it is something. It is better in some respects, worse in other respects, but it is undoubtedly more practical, cost-effective, and inclusive. Quite honestly, it’s all we have now, so it’s best to see the growth of virtual leadership as a very positive thing.
It isn’t enough to want it to be fair, but it has to work well for every participant. So, taking the input from these early days of running such programs into account, what are the crucial success factors? A survey of 50 HR and training practitioners about their background in this field found that just over half of them have already delivered virtual programs. Here are some of the top tips from them.
Inventively replicate the break-out rooms, make sure you have a ‘get to know each other’ space, even while offering online training so that people get a sense of the ‘coffee break’ chat. For starters, you can use polls and questionnaires. To help with this, make sure you have other facilitators available. Check-in for any participant directly. Incorporate the physical worlds of learners into your program so that they feel related and included.
Stress Hard on Core Purpose
You will not be able to cover everything that the key insights would usually emphasize. More is less. This may include videos from sourcing, reading for pre-work, or mini evaluations. As follow-up assistance, offer Zoom buddying or mentoring. Invest in ways to ensure that preparation moves over to actual work by using future-focused online growth planning and resources such as 360-degree feedback.
Present it as Something New
If you’re proud and enthusiastic about it, they’ll be as well. Consider how this rare opportunity for growth will make a difference to them and their jobs. If you can, this blended approach can work well. It can be very beneficial to link everyone up into a kit and a model of competence or values. This is an opportunity to introduce virtually the highest degree of knowledge that you can obtain. Also, video clips or brief interviews with world experts will encourage and improve your program’s reputation.
All these variables will drive you to generate content at a better standard than for delivery face-to-face. More planning and fresh concept thinking will be needed. Running the programs would require more of you too. It is a more intense and challenging area, but the outcome should be top-quality content that will build a portfolio of inspiring development pieces accessible to all.