Embracing Change with Virtual Leadership Training
Is your company riding the tides of change? Find out how to overcome obstacles and provide support with virtual leadership training.
A universal truth about the corporate world—and life itself—is that change is inevitable. Especially in recent years, we have noticed how rapidly things can change and how equally rapidly we must react to keep up. Therefore, it’s no wonder that change management has become a crucial part of leadership training, especially when it takes place online. In this article, we will explore why change management training is important, as well as 6 best practices for designing and implementing a successful virtual leadership training program to develop and support your internal talent.
Change can appear in many forms in a business. It can be a change in leadership, a new policy, new hires, a shift in the company’s operational systems, or a shift as large as moving the entire workforce to work from home. Any change, big or small, can cause feelings of uncertainty among your employees. And even though this is natural, if your employees don’t know how to handle change, you’ll soon see the negative effects on your efficiency and productivity. Specifically, companies that struggle to manage change find it difficult to keep up with the industry trends as well as their competitors. In addition, leaders that don’t know how to provide their teams with the necessary tools to help them become versatile and open to change end up losing them, as the prolonged state of uncertainty diminishes employee morale and leads to high turnover.
For these reasons and many more, change management training is an essential part of leadership development training programs. Below, we’re looking at 6 best practices that will ensure the success of your online leadership training program.
1. Determine Target Skills
When it comes to change management, there is a certain set of skills that leaders need to possess. Some of these are being a good collaborator, a reliable role model, and a constant advocate of learning and training. There are many others, of course, such as organization and communication. However, during the first stages of training, we advise you to focus on the most important ones for your organization. Therefore, as you start developing your training program, focus on making the right choices so that your leaders can have the necessary tools to take on changes efficiently.
Something that is always favored among leaders is their creativity and ability to think outside the box. Consequently, you wouldn’t want to curb that with uniform and possibly uninteresting training techniques. Leaders should be able to learn in a way that caters to their personal goals and aspirations for the future. Thankfully, a virtual leadership training program is the perfect environment for them to create a personalized learning path and take control of their development. Support them through this process by helping them understand how they fit into the company’s big picture and what they need to work on to reach their maximum potential.
Achieving engagement is one of the best ways to ensure that your leadership training strategy will bring in the desired results. As many managers and supervisors have undergone face-to-face training that used to be one-sided and much too didactic to spark any actual interest, virtual training offers a great opportunity to flip the script and offer captivating interactive content. There are multiple ways to do that, such as incorporating polls or chat options. In addition, you can add quizzes or branch scenarios that help trainees feel more involved in the process.
More often than not, leaders thrive through interaction and communication. Since that can be quite challenging when work and training happen online, it’s important that you support communication with social network integrations. Through them, leaders of all levels attending the same virtual leadership training but located in different cities or even countries will still be able to share ideas and exchange opinions. This way, you promote collaboration, which, in turn, makes the learning process more engaging and more successful. Not to mention that it will be easier for leaders to remain informed about changes occurring in their organizations or the industry.
For your leadership training program to work, you must keep in mind that leaders are busy. No matter how important training is to them, that doesn’t mean they can neglect their large workload or the various team members they are responsible for. To overcome this issue and bring balance into your training program, you must utilize microlearning. By segmenting training material into manageable pieces that take only a few minutes to complete, leaders will be able to successfully get through training without feeling overwhelmed.
Changes can take a toll on your company’s efficiency, which is why you need to be able to know at any moment if your virtual leadership training program is effective in reversing its effects. The way to do that, of course, is by measuring your training results. That could include assessment results, goal completion percentages, skills acquired, satisfaction levels within the company, and much more. The data you measure completely depends on your organization’s specific objectives and needs. What remains the same is the necessity to be consistent in your reporting and keep track of data at least every quarter. This way, you will be able to prove the effectiveness of your training program on your company’s ROI.
Leaders are the trustworthy allies that you have picked to lead your organization to success. But for them to be able to fulfill this goal, they need to be supported accordingly. Empower leaders to take on change and turn it into an opportunity with a well-rounded virtual leadership training program. Help them acquire the necessary skills and encourage them to reach their full potential and promote your organizational goals.
If you want to see how leadership training has helped real-life business leaders, read the following success story: