Change is quite difficult when transformation has to be achieved in the workplace and people need to rally together in order to make it happen. However, if leaders prove brave, trustworthy and with a sound vision the positive results will not tarry.
The world will no longer be the same and we should all prepare for changes. The five stages of grief are as real for individuals as they are for companies. Let’s see how the model might help businesses cope with the current crisis:
Without the ability to utilize new technology in a timely manner your business will likely fall far behind your competitors. The key is to continually upskill your employees and maintain your own education on how new technology will impact your industry and how you can best take advantage of the situation.
Remote employees will still need to learn and develop professionally. Therefore, trainers and instructional designers need to step up their game and create the best asynchronous training experiences for them. Let’s explore some options:
Digital transformation, which was well underway before the current global crisis, just got a huge boost and will not reverse. As a result, it is important to develop good digital training strategies for remote teams and prepare for the very near future.
As you transition your business to a remote working environment, you need to be patient,as not everyone will adjust overnight (and that is okay). The important thing is that you provide your team with every resource you can to ensure the success and growth of your business.
The very first step to take when designing asynchronous training experiences for remote learners is to decide where exactly on the synchronous-asynchronous spectrum the new online training course needs to be. There are at least four different types of training on this spectrum:
The transition to remote work can be somewhat bumpy,but it doesn’t have to be that hard. Leaders may find that their teams are actually able to be more productive and are more engaged when working from home, once provided with the right resources.
C-suite executives are not born exceptional leaders. It takes time, sometimes a process of trial and error and every so often going by gut feeling. Gearing your organization’s L&D program to groom its beneficiaries for any impeding strategic change of course is a must and the four tips above are a good start.
True learning, effective learning, inevitably means discomfort. But those growing pains, as much as they may hurt, are a small price to pay for becoming something better than you were before. So embrace today’s pain so that you can embrace tomorrow’s success!
