{"id":6276,"date":"2022-05-12T12:15:37","date_gmt":"2022-05-12T16:15:37","guid":{"rendered":"https:\/\/thediversitymovement.com\/?p=6276"},"modified":"2023-12-11T15:43:48","modified_gmt":"2023-12-11T20:43:48","slug":"virtual-dei-training-for-remote-workforces-building-culture","status":"publish","type":"post","link":"https:\/\/thediversitymovement.com\/virtual-dei-training-for-remote-workforces-building-culture\/","title":{"rendered":"Virtual DEI Training for Remote Workforces: Building Culture When There Are No Walls"},"content":{"rendered":"<p><button id=\"listenButton1\" class=\"responsivevoice-button\" type=\"button\" value=\"Play\" title=\"ResponsiveVoice Tap to Start\/Stop Speech\"><span>&#128266; Listen to this article<\/span><\/button>\n        <script>\n            listenButton1.onclick = function(){\n                if(responsiveVoice.isPlaying()){\n                    responsiveVoice.cancel();\n                }else{\n                    responsiveVoice.speak(\"Imagine this scenario: A UX designer and her manager are chatting before a video conference begins. They have a new teammate joining the call for the first time but aren\u2019t sure how to address the person, because the newcomer uses \u201cthey\/them\u201d pronouns. The manager wants to be respectful but hasn\u2019t worked with anyone who uses these pronouns. She is worried about saying the wrong thing in the flow of the meeting and accidentally offending her new employee.\u00a0 Caught up in the day-to-day flow of work and the difficulty of running a team across 7 states and 3 time zones, the manager knows to reach out to Human Resources for professional development help, but getting a meeting on the schedule is challenging based on her team\u2019s fluid schedules and locations. Stymied, she sends an email to the HR lead and waits for a response. This manager has entered new territory \u2013 she knows she needs help, but she\u2019s uncomfortable and anxious.\u00a0 The leader\u2019s dilemma As a senior leader, the business challenge is clear: in this case, it\u2019s that the remote team lacks a common language to address potential concerns. For the new person, it could lead to feeling unsafe and misunderstood. As a result, the remote employees may become unproductive, the individual may feel less engaged, which can lead to lower levels of productivity and engagement.\u00a0 In the c-suite, the boardroom, or in a managerial role, you\u2019re suddenly searching for answers, you don\u2019t know where to turn for trusted content or diversity training for remote teams. Maybe you even feel uneasy with distributing and implementing programs to remote teams.\u00a0 The question is straightforward: \u201cWhat do I do next?\u201d This is the place your managers may be today (and you might be feeling this too). They weren\u2019t trained to lead remote or hybrid teams. They are learning on the fly and dealing with the uncomfortable feeling of simultaneously dealing with sensitive and critical diversity, equity, and inclusion (DEI) issues. No one was talking about virtual training or virtual learning in their MBA classes or as they climbed the leadership ladder.\u00a0 While the above scenario is largely fictional, it is based on countless discussions with c-suite leaders, managers, and rising professionals \u2013 all leaders who want to do the right thing for their organizations and the remote workforce, but are frustrated with what direction to take.\u00a0 Remote\/hybrid culture The problem for today\u2019s leader is twofold: the challenges brought on by remote work and hybrid operations have both transformed and intensified the underlying notions of leadership and how companies operate. In addition, while the fundamental structure of the work environment is changing, society has been upended culturally as DEI conversations and programming has accrued new meaning around the world. Remote and hybrid workforces necessitate new ways of thinking about leadership and the resources to train next generation leaders. There are fundamental changes in the way workforces are upskilled and reskilled in this new environment, but leaders must also consider that DEI education and online training is another new piece of the management puzzle. Solving these challenges are critical in creating winning cultures and keeping employees engaged, whether at the individual or team level.\u00a0\u00a0 \u201cWhat we\u2019re focusing on is enhancing the lifecycle of learning for businesses that have teams across the country and around the world,\u201d explains Donald Thompson, CEO at The Diversity Movement. \u201cThe next generation of leadership training requires a mix of development, mentorship, and educational resources that are flexible \u2013 but must be measurable \u2013 to be effective and tied to bottom line results.\u201d Next generation training and leadership development Here\u2019s what we\u2019ve learned \u2013 addressing new ways of leading remote and hybrid employees requires that organizations offer educational opportunities that are flexible and asynchronous, but also retain aspects of traditional training programs that make sense, including mentorship, guided education paths, team learning, and hands-on exercises. All of these pieces also have to be measurable within the organization\u2019s larger talent development plans, not only to track progress for individuals, but to align the development to real-world business results.\u00a0 \u201cNext-generation leaders have to think differently about training and education, especially as remote teams work through DEI issues that affect how they do their work internally and when engaging with customers,\u201d explains Kurt Merriweather, Vice President of Products and Innovation at The Diversity Movement. \u201cFor example, our MicroVideo platform can help spark conversations while users learn remotely. They can then use the videos as a launch point for sharing experiences together, via team tools like Slack or remote training sessions.\u201d Certainly, c-suite leaders are feeling the pressure of staying up-to-date on ever-changing topics related to DEI, but it is essential to understand that they and their teams are feeling the same. Imagine the challenges \u2013 not only are employees going through their personal, individual journeys with new ideas, but they are on the company journey too \u2013 attempting to figure out how changing norms affect their daily professional lives.\u00a0 For example, one multibillion-dollar healthcare organization realized the challenges of the personal\/professional journey when it formed an Employee Resource Group (ERG) to address issues central to LGBTQ+ communities. One of the ERG chairs, a rising leader in the company, realized that while everyone in the group was deeply committed to discussion, learning, and education, a strong majority of the members had also joined because they had a family member in the LGBTQ+ community and they hoped to become more aware about issues central to their family members\u2019 lives.\u00a0 What this example illustrates is that the line between professional and personal continues to be erased, particularly in remote and hybrid workforces. There are the technical difficulties, such as scheduling and operating across multiple time zones, but also the interpersonal challenges when addressing sensitive issues via video calls or internal messaging systems.\u00a0 Micro-learning and remote teams MicroVideos by The Diversity Movement, named a Fast Company 2022 World Changing Idea, serves remote and hybrid organizations particularly well because of its built-in flexibility and trusted content. For an LGBTQ+ ERG leader, the MicroVideo learning path provides a foundational level of knowledge on important topics and a playbook for individuals as they watch right-sized videos that fit into their schedules.\u00a0 When the group meets later over a video conference, they can use what they\u2019ve watched as a guide for deeper sharing and conversation. What leaders have found is that the authority and value of the MicroVideos platform has eased the path for more engaging interaction and further learning by creating a safe space for discussion. Conversations are focused on the video content, which takes the edge off sensitive issues as members get acclimated to talking about sometimes sensitive or uncomfortable ideas. While leaders address the imminent challenges in implementing DEI programming into their overall education and training, they should also consider how learning for remote workers can be beneficial. For example, a manager grappling with inclusion on her team can access learning tools at home in an environment where she feels safe, comfortable, and open to new ideas. Asynchronous tools also provide her and her team with flexibility as they engage with new ideas when it best suits them.\u00a0 \u201cWhether it\u2019s the CEO, CDO, Chief People Officer, or a board member who wants to find the best tools to educate their remote leaders and their teams, I tell them the same thing,\u201d says Thompson. \u201cTo create a stronger remote organization, they need flexible, innovative tools that empower learning with the feedback loop that proves the effort is resulting in a thriving culture ready to win.\u201d\u00a0 Download our guide to DEI for remote teams Kurt Merriweather, CDE, is an accomplished product strategist and business executive. He is co-founder and Vice President of Products & Innovation at The Diversity Movement. Connect with him on Linkedin.\", \"US English Male\");\n                }\n            };\n        <\/script>\n     <\/br><br \/>\n<span style=\"font-weight: 400;\">Imagine this scenario: A UX designer and her manager are chatting before a video conference begins. They have a new teammate joining the call for the first time but aren\u2019t sure how to address the person, because the newcomer uses \u201cthey\/them\u201d pronouns. The manager wants to be respectful but hasn\u2019t worked with anyone who uses these pronouns. She is worried about saying the wrong thing in the flow of the meeting and accidentally offending her new employee.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Caught up in the day-to-day flow of work and the difficulty of running a team across 7 states and 3 time zones, the manager knows to reach out to Human Resources for professional development help, but getting a meeting on the schedule is challenging based on her team\u2019s fluid schedules and locations. Stymied, she sends an email to the HR lead and waits for a response. This manager has entered new territory \u2013 she knows she needs help, but she\u2019s uncomfortable and anxious.\u00a0<\/span><\/p>\n<h3>The leader\u2019s dilemma<\/h3>\n<p><span style=\"font-weight: 400;\">As a senior leader, the business challenge is clear: in this case, it\u2019s that the remote team lacks a common language to address potential concerns. For the new person, it could lead to feeling unsafe and misunderstood. As a result, the remote employees may become unproductive, the individual may feel less engaged, which can lead to lower levels of productivity and engagement.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In the c-suite, the boardroom, or in a managerial role, you\u2019re suddenly searching for answers, you don\u2019t know where to turn for trusted content or diversity training for remote teams. Maybe you even feel uneasy with distributing and implementing programs to remote teams.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The question is straightforward: <\/span><b>\u201cWhat do I do next?\u201d<\/b><\/p>\n<p><span style=\"font-weight: 400;\">This is the place your managers may be today (and you might be feeling this too). They weren\u2019t trained to lead remote or hybrid teams. They are learning on the fly and dealing with the uncomfortable feeling of simultaneously dealing with sensitive and critical diversity, equity, and inclusion (DEI) issues. No one was talking about virtual training or virtual learning in their MBA classes or as they climbed the leadership ladder.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">While the above scenario is largely fictional, it is based on countless discussions with c-suite leaders, managers, and rising professionals \u2013 all leaders who want to do the right thing for their organizations and the remote workforce, but are frustrated with what direction to take.\u00a0<\/span><\/p>\n<h3>Remote\/hybrid culture<\/h3>\n<p><span style=\"font-weight: 400;\">The problem for today\u2019s leader is twofold: the challenges brought on by remote work and hybrid operations have both transformed and intensified the underlying notions of leadership and how companies operate. In addition, while the fundamental structure of the work environment is changing, society has been upended culturally as DEI conversations and programming has accrued new meaning around the world.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Remote and hybrid workforces necessitate new ways of thinking about leadership and the resources to train next generation leaders. There are fundamental changes in the way workforces are<\/span><a href=\"https:\/\/wraltechwire.com\/2022\/03\/30\/reskilling-in-real-time-how-to-accelerate-learning-across-your-workforce\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\"> upskilled <\/span><span style=\"font-weight: 400;\">and reskilled<\/span><\/a><span style=\"font-weight: 400;\"> in this new environment, but leaders must also consider that DEI education and online training is another new piece of the management puzzle. Solving these challenges are critical in creating winning cultures and keeping employees engaged, whether at the individual or team level.\u00a0\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cWhat we\u2019re focusing on is enhancing the lifecycle of learning for businesses that have teams across the country and around the world,\u201d explains Donald Thompson, CEO at The Diversity Movement. \u201cThe next generation of leadership training requires a mix of development, mentorship, and educational resources that are flexible \u2013 but must be measurable \u2013 to be effective and tied to bottom line results.\u201d<\/span><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/%20\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone wp-image-8876 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A-1024x341.png\" alt=\"TDM Library: your one-stop-shop for update, expert DEI Resources. Explore the platform with a free trial. Click here to learn more.\" width=\"1024\" height=\"341\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A-1024x341.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A-600x200.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A-300x100.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A-768x256.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/341;\" \/><\/a><\/p>\n<h3>Next generation training and leadership development<\/h3>\n<p><span style=\"font-weight: 400;\">Here\u2019s what we\u2019ve learned \u2013 addressing new ways of leading remote and hybrid employees requires that organizations offer educational opportunities that are flexible and asynchronous, but also retain aspects of traditional training programs that make sense, including <\/span><a href=\"https:\/\/wraltechwire.com\/2022\/03\/16\/employees-disengaged-then-make-development-conversations-a-regular-part-of-work\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">mentorship<\/span><\/a><span style=\"font-weight: 400;\">, guided education paths, team learning, and hands-on exercises. All of these pieces also have to be measurable within the organization\u2019s larger talent development plans, not only to track progress for individuals, but to align the development to real-world business results.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cNext-generation leaders have to think differently about training and education, especially as remote teams work through DEI issues that affect how they do their work internally and when engaging with customers,\u201d explains Kurt Merriweather, Vice President of Products and Innovation at The Diversity Movement. \u201cFor example, our MicroVideo platform can help spark conversations while users learn remotely. They can then use the videos as a launch point for sharing experiences together, via team tools like Slack or remote training sessions.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Certainly, c-suite leaders are feeling the pressure of staying up-to-date on ever-changing topics related to DEI, but it is essential to understand that they and their teams are feeling the same. Imagine the challenges \u2013 not only are employees going through their personal, individual journeys with new ideas, but they are on the company journey too \u2013 attempting to figure out how changing norms affect their daily professional lives.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For example, one multibillion-dollar healthcare organization realized the challenges of the personal\/professional journey when it formed an Employee Resource Group (ERG) to address issues central to LGBTQ+ communities. One of the ERG chairs, a rising leader in the company, realized that while everyone in the group was deeply committed to discussion, learning, and education, a strong majority of the members had also joined because they had a family member in the LGBTQ+ community and they hoped to become more aware about issues central to their family members\u2019 lives.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">What this example illustrates is that the line between professional and personal continues to be erased, particularly in remote and hybrid workforces. There are the technical difficulties, such as scheduling and operating across multiple time zones, but also the interpersonal challenges when addressing sensitive issues via video calls or internal messaging systems.\u00a0<\/span><\/p>\n<h3>Micro-learning and remote teams<\/h3>\n<p><span style=\"font-weight: 400;\"><a href=\"https:\/\/thediversitymovement.com\/microvideos\" target=\"_blank\" rel=\"noopener\">MicroVideos by The Diversity Movement,<\/a> named a Fast Company 2022 World Changing Idea, serves remote and hybrid organizations particularly well because of its built-in flexibility and trusted content. For an LGBTQ+ ERG leader, the MicroVideo learning path provides a foundational level of knowledge on important topics and a playbook for individuals as they watch right-sized videos that fit into their schedules.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">When the group meets later over a video conference, they can use what they\u2019ve watched as a guide for deeper sharing and conversation. What leaders have found is that the authority and value of the MicroVideos platform has eased the path for more engaging interaction and further learning by creating a safe space for discussion. Conversations are focused on the video content, which takes the edge off sensitive issues as members get acclimated to talking about sometimes sensitive or uncomfortable ideas.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">While leaders address the imminent challenges in implementing DEI programming into their overall education and training, they should also consider how learning for remote workers can be beneficial. For example, a manager grappling with inclusion on her team can access learning tools at home in an environment where she feels safe, comfortable, and open to new ideas. Asynchronous tools also provide her and her team with flexibility as they engage with new ideas when it best suits them.\u00a0<\/span><\/p>\n<p style=\"text-align: left;\"><span style=\"font-weight: 400;\">\u201cWhether it\u2019s the CEO, CDO, Chief People Officer, or a board member who wants to find the best tools to educate their remote leaders and their teams, I tell them the same thing,\u201d says Thompson. \u201cTo create a stronger remote organization, they need flexible, innovative tools that empower learning with the feedback loop that proves the effort is resulting in a thriving culture ready to win.\u201d\u00a0<\/span><\/p>\n<p style=\"text-align: center;\"><a class=\"btn btn-primary\" href=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/05\/TDM_DEI-for-Remote-Teams_FINAL.pdf\" target=\"_blank\" rel=\"noopener\">Download our guide to DEI for remote teams<\/a><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/%20\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone size-large wp-image-8041 lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-1024x85.png\" alt=\"Display ad for TDM Library. Text says &quot;Find more content like this in TDM Library. Start my free trial&quot;\" width=\"1024\" height=\"85\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-1024x85.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-600x50.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-300x25.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-768x64.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/85;\" \/><\/a><\/p>\n<p><em><a href=\"https:\/\/thediversitymovement.com\/team\/kurt-merriweather\/\" target=\"_blank\" rel=\"noopener\"><b>Kurt Merriweather<\/b><\/a><span style=\"font-weight: 400;\">, CDE, is an accomplished product strategist and business executive. He is co-founder and Vice President of Products &amp; Innovation at The Diversity Movement. Connect with him on <\/span><a href=\"https:\/\/www.linkedin.com\/in\/kurtmerriweather\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Linkedin<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Imagine this scenario: A UX designer and her manager are chatting before a video conference begins. They have a new teammate joining the call for the first time but aren\u2019t15<\/p>\n","protected":false},"author":2,"featured_media":6289,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[65,60,5],"tags":[108],"tdm_type":[92],"class_list":["post-6276","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-diversity-equity-and-inclusion-fundamentals","category-employee-experience-organizational-culture","category-blogs","tag-remote-hybrid-work","tdm_type-articles"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Virtual DEI Training for Remote Workforces: Building Culture When There Are No Walls - The Diversity Movement<\/title>\n<meta name=\"description\" content=\"Remote and hybrid workforces necessitate new ways of thinking about leadership and 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