3-Step Action Plan To Implement An Incredibly Effective Corporate Training Program For Virtual Teams

Summary: The COVID-19 crisis needs responses at several levels. As L&D teams identify what strategies will help them meet the new mandate, the focus shifts to their implementation. In this article, I share a 3-step action plan designed to help you succeed.

The Best Action Plan For Effective Corporate Training

In this article (part of a series of 4 articles, an eBook, and a Webinar), I outline an action plan that L&D teams can use to manage the changed workplace dynamics and successfully implement corporate training programs for virtual teams.

eBook Release: COVID-19 Survival Guide For L&D Teams
eBook Release
COVID-19 Survival Guide For L&D Teams
Find out insights and ideas you can use as you realign your learning strategies and online training delivery.

My other 3 articles touch upon:


In my first article, 7 Key Areas L&D Teams Should Focus On To Handle Changing Workplace Dynamics Due To COVID-19, I touched upon the impact of the disruption and what can L&D teams do to establish an agile and flexible digital workplace. For this to succeed, there are several aspects that must be handled by employees and leaders.

In my subsequent article, 8 Best Practices Business Leaders Can Adopt To Lead Through Business Disruption During COVID-19, I outlined that in this crisis, L&D teams can contribute effectively to the business by helping employees and leaders handle the changed dynamics.

Building up on these two threads, in my next article, 4 Pragmatic Strategies L&D Teams Must Use To Train Remote Workers With Limited Training Budgets, I highlighted the impact of COVID-19 on the workplace as well as on the L&D teams and how the L&D teams can field these challenges. I shared several tips and strategies they can use as they deal with this disruption.

In this article, I provide L&D teams with tips on how they can plan a successful implementation of their corporate training programs for virtual teams.

You can use my simple 3-step model to create your action plan.

1. Invest On Foundational Aspects And Key Enablers

  • While the WFH mode has been initiated with a focus on the well-being of employees, the focus shifts to ensuring they have adequate technology to manage their roles remotely. The virtual teams also need access to tech support. What is really vital is to have ongoing connections to reiterate that they are not alone—we are together!
  • The next step is to help virtual teams channelize their efforts toward productivity and quality.
  • Employees now do not have the luxury to discuss at the levels they could in the office, and they may need to take quick-time decisions. Empower them to do so.
  • Team leads and managers need support in managing remote or virtual teams. Help them align them to the goals and outcomes. More importantly, how they should track the progress of the virtual teams by rigorous checkpointing.
  • Invest in collaboration tools—beyond Zoom/GTM—that can help virtual teams conduct design thinking sessions and online collaboration.
  • Have regular and ongoing updates. Have more frequent huddles and town halls.

2. Integrate Tips To Train Remotely And Enhance The Corporate Training Program’s Impact

The approach to handle employees working remotely/virtual teams needs a few simple aspects to be factored:

  • Keep learning resources simple—particularly if this is your first time offering online training. Learners should find the learning journey intuitive, engaging, and relevant [1].
  • If you are going fully online, make sure that you offer both courses as well as supporting resources in the corporate training program. Each asset must relate to the specific learning outcome. The online courses must be supported by Just-In-Time job aids.
  • The courses as well as other resources must be easily accessible and on-demand.
  • If you are going to offer a part of the corporate training program through the facilitated (VILT) mode, one session alone will not do the trick. Plan for a set and ensure not just recordings, but both pre-session/prep material and handouts are offered online.
  • It isn’t enough to offer the online courses for your corporate training programs; you need to establish measures to assess their effectiveness (the learner’s or the virtual team’s reaction) and impact (gain reflected in new skill/enhanced skill/fixed an identified gap, and so on).

3. Move Away From Discrete Corporate Training Program Delivery

Instead, switch to an agile and dynamic learning and performance support ecosystem. This is a great opportunity to invest in a holistic model to train virtual teams, which includes:

  • Videos/learning aids like infographics
    To create awareness on the changed dynamics, highlight the value of various measures, and, of course, direct employees to key resources.
  • Learning pathways for corporate training programs
    These could include curated, off-the-shelf courses, as well as custom learning.
  • Learning resources
    Just-In-Time learning aids that can be accessed at the moment of need and can push [2]:

    • Learning transfer and application on the job
    • Reinforcements
    • Challenges
  • Measures to nudge self-directed learning
  • Leverage social learning

I hope that this article (as well as the related 3 articles and eBook) provides the cues that will help the L&D teams not only survive the crisis but emerge stronger.

I am sure these insights will also be useful as you restrategize to face the changed workplace dynamics. Virtual teams are expected to be a key outcome of the pandemic. If you want to realign your learning strategies and online training delivery, download my eBook COVID-19: Tips, Strategies, Αnd Αn Action Plan To Handle The Training In The Changed Workplace Dynamics. Also, join the webinar I conducted on the same topic and get to discover additional insights.


[1] Key Employee Needs That You Must Incorporate in Your Learning Design

[2] Performance Support Tools – Tips And Strategies To Boost Employee Performance