Businesses can’t afford to put capability building on hold during the pandemic. Whether the effort is reskilling at the business-unit level or a company-wide aspirational transformation, companies can’t just hit the pause button on critical workplace learning.
Digital and virtual learning programs were already on the rise before COVID-19 struck, and, as a result of Covid restrictions, we’ve seen a big jump in the adoption of e-learning programs.
Beyond tactical steps, there are strategic measures, such as exploring alternative digital learning strategies, that managers can develop during this time of social distancing. And the stronger learning capabilities that emerge will stand as a positive long-term outcome from this current difficult period.
In this HRchat episode, I’m joined by Alexandra Connell, co-founder of Pluma, the first customizable platform for online and group coaching.
Listen and learn:
- How has coaching and L&D been hit by the COVID-19 pandemic?
- Use case: Sephora. Hear all about how Pluma’s customized executive coaching program allows participants to select behavioral-change areas most pertinent to their work.
- Prior to the pandemic, online coaching was expanding, but many organizations were mixing such programs with in-person experiences. Covid-19 has forced a structural shift. Will it revert after the pandemic?
- HR teams can get overwhelmed by a plethora of learning programs across levels and geographies. Should they focus on their most pressing L&D needs first, and then scale up initiatives that can be personalized, such as coaching? Where do they start?
More About Pluma
Pluma’s professional development and online coaching program have helped a variety of big-name brands such as Sephora and Dropbox by pairing employees of all levels 1:1 with a leadership coach. Learn more: pluma.co