Going Virtual: Can You Develop Safety Leaders Virtually?
Virtual training is common for most industries and has been for many years. For some, virtual training is about the transfer of information. We can even verify through testing whether or not the person on the other side of the screen understood, or least can parrot back, the information presented.
But virtual learning is about more than just transferring information. Virtual learning can lead to a change in a person’s behavior, otherwise called development. However, development is dependent on the person deciding to implement what they have learned, and the supportive system built around driving that change.
DEKRA’s approach is to create change in leaders to such an extent that there is a change in their team’s safety climate, and ultimately a change in the organization’s culture. This work is designed to give leaders a new appreciation of their role in creating a safety climate and culture (transfer of knowledge) and the development of new skills that maximizes the impact of their safety activities.
This white paper explores:
- The key difference between training and development.
- How leadership development can work successfully in the virtual world.
- The key tasks leadership must adopt before, during, and after virtual leadership training.
- Why leadership must implement what they’ve learned to make sustainable change.
- The number of participants ideal during a virtual training session and how breakout sessions should be utilized.
- How trainers can introduce teaching concepts virtually that will have the greatest impact on attendees.
- Why a data collection system is important when developing leaders.
- Why leaders need to train the Leaders of Leaders on effective coaching before the virtual sessions take place.