Session Focus: CDW develops line managers globally to become better remote leaders. This session provided valuable insights into rethinking leadership development in a remote-first world. One of the standout lessons was the need to move beyond traditional, rigid training programs.

As Katrina Williams shared, “We didn’t want this to be a checkbox; we designed it to be flexible and engaging, something that leaders could consume in their own time.”

This approach led to one of the most effective leadership programs CDW had ever run, driven by peer collaboration and a flexible structure. For senior HR talent leaders, three key takeaways emerged:

Adaptability and Flexibility in Leadership Programs: Leadership development must adapt to changing environments. Flexible, self-paced learning enables leaders to balance professional demands while still building crucial skills.
Cohort-Based Learning and Peer Engagement: Encouraging peer-to-peer learning and authentic discussions fosters continuous collaboration. This cohort model proved highly effective in enhancing leadership capabilities through shared experiences.
Bite-Sized Learning to Enhance Retention: Delivering content in small, digestible segments ensures better engagement and retention. Leaders can reflect, collaborate, and apply their learnings in real time, making the program more impactful and manageable.

HR leaders looking to revitalize their leadership programs should consider integrating these principles to drive higher engagement and long-term success.

Remote Leadership Skills | Designing Cohort Learning to Scale

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