How can you create a learning plan for your virtual team?

I found it helpful sending a survey/questionnaire of what they need to learn. And discovering what are the common topics. Then I ask them to prioritize the topics.. it is easy and time saving method.

? While an onboarding framework helps, nothing beats having a virtual buddy or mentor to accompany and check in on new staff who are new to virtual teams.

Since the pandemic I have been working in hybrid model, which truly is a boon in managing professional and personal life. Working virtually, I find this really helpful and here are my thoughts on virtual learning or meetings. A successful virtual team learning depends on setting an agenda, plans and live online training. The virtual sessions should be short and precise and engaging. The knowledge shared by SME's should be commendable and there should be a scope for real time resolutions for the queries raised by participants. Encourage team to connect everyday through the company provided online tools rather than just a phone call, this makes people more engaged and get the work done effectively.

In this assessment phase, you need to ask people about what they have learned in other roles and other firms, what worked and what did not work so you're also aware of learning styles, prior knowledge and skill-building that might impact how they perceive upcoming learning plans, content and instructional approaches.

Je fais une évaluation sur dossier et sur l’expérience journalière des compétences de mes collaborateurs. Je calcule l’écart entre les compétences et les besoins pour la réalisation des objectifs de l’équipe. Je regarde qui se rapproche des expertises dont on a besoin. Oui, l’enquête est un bon outil mais je privilégie l’entretien personnalisé. Avec cette méthode, je sais déjà ce que je peux offrir comme formation et j’ai une vision que je vais partager avec eux. Il est important que la formation soit pertinente et qu’elle apporte des compétences nécessaires à la réalisation du travail. Cela nous donne du sens.

Measuring the result of core activities in terms of time, budget and quality but also measuring team members that access leadership positions, promotions inside or even outside the company.

?? Information and instructions can be overwhelming for staff who are new to virtual teams during an onboarding process. ?? It's important to reassure the individual members that learning outcomes are important and can be revisited with their own notes or easily accessible information for their learning reinforcements.

It is also a good idea to chart the process, instead of only evaluating the end result. It is also important to note that in some behavioural cultures,although everybody knows what all this is about, the individual notions of, for example, "achievable" and "relevant" may be different. So take some time to understand individual expectations about the outcome, instead of insisting on a quick and snappy alignment

Ergebnisse und Ziele sind wichtige KPIs, aber beim Lernen bitte ohne Druck. Lerninhalte müssen je nach dem wie diese Angeboten werden umsetzbar sein. Online Trainings und Klassenkurse sind eine gute Erg?nzung und beides muss im Tagesablauf sauber eingeplant werden k?nnen.

Bei den Lernzielen orientiere ich mich lieber an der Lernp?dagogik als an SMART. Welchen F?higkeitslevel sollen sie bei dem Gelernten erreichen Erinnern, verstehen, anwenden, analysieren, evaluieren, kreieren?

Even if the temptation is high and the time to prepare is short, slightly adapting your on site good practices will simply not work. Try switching between synchronous-asynchronous, small fixed groups and groups in a world café situation, self-paced learning with assessments, webinars and live sessions. Ask the participants to form clusters and create a podcast. Have a share point with reference material and a document where anyone can contribute observations. Whatever pace or method you decide on: create instruments to evaluate the participants′progress and and feedback about the pace and the preferred channels and methods. Above all: don′t feed an audience of knowledge consumers, try to involve participation.

In terms of the learning methods we should be flexible enough to consider the needs and preferences our our people. I would do an assessment first, the create a segmentation of our team in 3 clusters where we could cover a face to face approach in the first segment, then a hybrid approach for the second and finally a pure digital approach for the last segment.

I'd recommend using LiberatingStructures (LS) to revolutionize virtual team collaboration and learning. Unlike traditional methods, LS inclusively engages every team member, fostering innovation and creativity. Key to LS is understanding team learning needs through methods like Impromptu Networking, setting clear outcomes with structures like What, So What, Now What?, and choosing the right LS mix for diverse learning styles. LS implementations require clear communication and facilitation support, with evaluation focused not just on metrics but on qualitative impacts on team dynamics. LS are essential for engaging, inclusive, and productive virtual learning environments. They can be tested step-by-step on a meeting- or workshop-base.

Auch wenn mein Team virtuell arbeitet, bedeutet das nicht, dass die Schulungen virtuell stattfinden müssen. Die optimale Lernmethode ergibt sich aus den individuellen Inhalten.

The learning method depends on the topic to learn and the person preferences/availability, it might be in a class with a trainer, on-line live with other people, hybrid or at your own. An option that I′ve seen working quite good and is also straight forward is finding a learning partner to walk through the training together, they can define their own pace and learn from each other by sharing their understanding, challenges, point of views and ways to do things.

While preparing the materials and methods take into consideration cultural differences- You should think of the level of participation, language barrier, communication style, etc. Try to mix methods so each participant will feel comfortable joining and actively learn

Bei der Vermittlung von Inhalten sind Abwechslung und Interaktion die wichtigsten Bausteine für hohen Lernerfolg. Je mehr die Teilnehmer aktiv eingebunden werden, umso mehr besch?ftigen und identifizieren sie sich mit dem Stoff.

Stimme mit jedem Mitarbeiter seinen individuellen Lernplan ab. Inhalte, Zeitachse, Mitwirkungspflichten Mitarbeiter (Teilnahme, Zeit,…), Unterstützung durch Firma und kl?re die beidseitigen Erwartungshaltungen. Reflektiere zyklisch den Lernplan.

?? Evaluation is important to review our methods. At the end of the day, we are looking for results such as reduced turnover, improved morale and a faster go-to-market effectiveness for better productivity with minimal learning curve. ?? While consistency is important for familiarity, the findings and feedback offer ways to refine and improve methods for continuous improvement after every onboarding process for virtual teams.

A key point to consider is to involve the team in the planning phase so that they are engaged from the beginning and willing to go through the learning program. The should understand they why and the how and what is expected from them. Then, we can get their buy in and have them follow diligently on their learning plan. Otherwise we risk the plan not working or team members not committing to it.

I have found that being consistent and transparent in the gaps in the learning plan and how they are being addressed is also key. One thing that I did when managing virtual teams is publishing a weekly check-in video to our team's internal messaging page with where the team is at with the goals of the monthly plan, and giving the "why" behind any changes or tweaks being made to it. Changing the plan doesn't have to be a shock to the system if the changes are addressing a gap or change in priority.

A key aspect to keep in mind is that like any other kind of plan, it can be incredible accurate and effective at the moment of creating it and turn useless and discouraging weeks/months later by whatever reason, hence reviewing that plan periodically to keep it relevant is as important as creating it.