Best Practices for Developing Virtual Leadership Training
Today, professional learning and development is increasingly virtual. Along with enhancing safety during the pandemic, eLearning approaches can be more effective than some classroom-based strategies. Often, the training is more flexible, allowing participants to go at their own pace or repeat sections to promote better understanding. Plus, training plans can easily adapt to the learner, using preferred techniques or accounting for existing knowledge.
Creating effective virtual leadership training may seem like a challenge initially. However, by using the right approach, it’s far easier than one may expect. Here’s a look at some best practices for developing virtual leadership training.
Here Are Some Best Practices For Virtual Leadership Training
Include Interactive Elements
Having interactive elements is essential if you want your virtual leadership training to be compelling. Precisely how this unfolds could depend on the primary approach used to deliver the information.
For example, if the course is instructor-led, having polls and quizzes strategically positioned within the lesson could work. Similarly, having a chat feature to host a Q&A session or for a breakout session could be ideal. For eLearning programs that aren’t group-oriented, quizzes and scenarios can make the training more interactive.
By having ways for the participants to get involved, engagement rises. As a result, knowledge retention tends to improve, making the program more effective.
Use a Mixed Media Approach
In the early days of virtual learning, coursework was mainly comprised of text. It wasn’t unlike putting a textbook on a screen, with participants simply reading what was presented.
Even when live or pre-recorded instructors were brought into the equation, the strategy wasn’t entirely unlike a classic classroom. Participants listened to a lecture – which was potentially accompanied by simple slides – and had to glean all they needed to know from that alone.
While including those components into the training program is still wise, it’s best to use a mixed media-style approach. By introducing a range of elements, including text, audio, video, infographics, scenarios, and quizzes, the training is far more engaging. Plus, it increases the odds that the training will accommodate various learning styles, allowing it to work better for all participants.
Micro-learning is ideal for most online learning strategies. By keeping modules or sessions focused on a single topic, it lets participants to take a deep dive into a subject. Plus, it allows more complex topics to be broken into manageable pieces, all while making it easier to fit training into a busy schedule.
Aim to make each session less than 30 minutes long, and even consider 10-minute modules for coursework that doesn’t require a live instructor or involve a group gathering together. That way, the learning has to remain focused on the core subject and is easier to manage even if participants have a lot on their plate.
Are You Ready to Embrace Best Practices and Revamp Your Virtual Leadership Training?
If your leadership training doesn’t adhere to the best practices above, it may not be as effective, making it harder to achieve your organizational goals. By revamping your virtual training to align with the points above, you can secure better results. If you’re ready to make a change, having an experienced team of L&D experts to handle the process could be a must.
At Clarity, we have nearly 30 years of experience in L&D, giving us the knowledge and expertise to update your virtual leadership training efficiently. Plus, if you’re trying to expand your internal L&D team, Clarity can be your candidate search ally, connecting you with top talent right when you need them.
If you want to partner with leading L&D professionals, Clarity Consultants is here. Contact us today.