The impact of COVID-19 on business operations is ever evolving. Week on week, requirements change and your training plan needs to keep up with these changes.

So, if you’re relying on formal training interventions run by your in-house trainer, or an external provider to deliver your COVID-19 training plan – you’re never going to keep up. On its own, this is not an effective strategy to manage this training need. 

Here are 4 things you can do right now, to bring your training strategy up-to-date

Re-imagine your training room

No, I don’t mean you can’t train in-person, so you should train online. That’s old news by now! 

What I mean is that instead of seeing only a planned training event as an opportunity for training; you need to instead see any opportunity where your employees ‘gather’ as a training opportunity or platform.

So where do your employees gather? This could be their weekly team meetings with their team, their monthly one on one session with their line manager or even their online communication and productivity tools.

Thinking of your ‘training room’ in this way means that your number of training opportunities expand exponentially. You now have the ability to have training take place more often, which means you can keep your employees updated on changes as they happen.

Re-imagine your trainer

You may like the idea of the reimagined classroom, but you may be wondering how on earth you’d ever have the manpower to co-ordinate and deliver training in so many places. 

Luckily for you, you don’t have to! Instead, you need to re-imagine who the facilitator of your training is. Instead of your trainer being a designated L&D facilitator, your leaders or key employees become your trainers.

Think about it. Since the leader, or key employee, is always the person who plans a gathering and then facilitates the gathering; it is a natural next step that they would be the person who could serve as your trainer.

Re-imagine your training content

Since your training is going to take place in naturally occurring business gatherings, facilitated by leaders or key employees; your training content needs to change to become fit for purpose.

You can’t share a half-day worth of PowerPoint slides, or a series of videos and hope for the best. Instead you need to design a series of learning conversations around the key concepts you want to get across.

To do this, consider what questions leaders could ask their teams to facilitate a discussion during their meeting. And then, prepare straight-to-the-point resources that your leaders can go through to prepare themselves to facilitate these discussions.

For example: When a lockdown level changes, a learning conversation could be around: What does the new level mean for our company and for us as individuals. The leader could open their team meeting with this question, and the team could share what they know or ask questions about what they don’t know. Together, the team shares the learning journey.

Re-imagine your role as an L&D team

This approach really changes what is needed from you as an L&D leader, doesn’t it? Instead of designing and delivering training interventions, you now need to craft learning conversations and provide resources to your leaders to capacitate them to facilitate these learning conversations.

You also need to engage in an ongoing feedback conversation with leaders across your business. Ask them what questions are coming up from employees, what they want to know about, where is there confusion or interest. 

And, then build & share supporting resources on an ongoing basis to meet the learning needs that are shared with you. This keeps your resources relevant and keeps them adding value to the learning conversations on the go.

Written by Sheree Comninellis, Director of Brain eBox. Get in touch by email to This email address is being protected from spambots. You need JavaScript enabled to view it., or visit our website: