Distributed teams are our new reality, so how do we deliver engaging, live learning experiences that develop important leadership and people skills when not everyone can be in the same room? Moreover, how can we make these experiences more effective than one-off in-person training? For people leaders looking to bring scale and access to leadership training in distributed populations, come learn practical tips and tricks to make it work.

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Scaling Leadership Development in a
Distributed World: Key Takeaways
The trend towards distributed teams is stronger than ever. In fact, 63% of companies now
have distributed employees. In a workplace where development is increasingly important
for employee ROI and retention, how can we successfully develop our teams, no matter
where they are located?
Key Takeaways
I. Live, virtual training is the most sustainable, cost-effective and effective approach to
developing distributed employees.
Convenient
Access
Cost
Effective
High
Engagement
Continuous
Learning
Community
Oriented
Travel For
In-Person
X X ✔ X ✔
Self-Paced
E-Learning
✔ ✔ X ✔ X
No Training X ✔ X X X
Live Virtual
Training
✔ ✔ ✔ ✔ ✔
II. 10 dos and don’ts for facilitating live, virtual training programs:
Do Don’t
Use an energetic facilitator and content
expert
Fail to rehearse 1-2 times before class
Have engagement opportunities every 3-5
min
Go too long without learner interaction
Focus on 1-3 key session takeaways Overwhelm learners with extensive theory
Enforce one laptop per person Be shy about using discussion over slides
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2. Record and reflect on every session to
improve
Miss follow up for behavioral
reinforcement
III. Three keys for designing best in-class live, virtual programs.
A. Design Authentically. Start with company values, and focus on aligned
high-impact behaviors that are observable, actionable and measurable.
B. Deliver at Scale. Build behaviors using a learn → apply→ reflect cycle over
time. Follow best practices of live, virtual training (above) to drive
engagement.
C. Sustain and Measure. To overcome the forgetting curve, prioritize longitudinal
programs with opportunities for reinforcement and pre, during and post
measurement of key behaviors. A typical Hone program has the
accountability cycle of multiple sessions and automated reminders to drive
retention and behavior change:
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IV. Hone is a next-gen platform powering live virtual training at scale. We offer a suite of
leadership and management programs, a support team of top designers and
facilitators to customize your org’s learning experience, and an innovative platform
that automates processes, drives the learner experience and captures progress over
time. For more, please reach out to Savina Perez, ​savina@honehq.com
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