Canada Association of Tourism Employees

7 Important Components To Embody

Integrate these critical components into your online executive training

The term “blueprint” was coined because it was originally drawn in white ink on blue paper. The term still describes these detailed construction plans today. But it can also be used loosely to refer to a careful outline. With eLearning it can be a wireframe for your training app or a content page. It can even be the foundation of a storyboard to help you streamline your collaboration and make sure everyone is on the same page. So what elements are important in your online executive training design?

7 items to add to your online executive training plan

1. Simulate problem-solving scenarios

We spend hours imagining promotions. If we were the boss, we would have a bigger office, a faster car, and more expensive clothes. But we seldom think about the specific tasks. We don’t know what it would be like to be boss for a day. As a leadership trainer, you need to do just that. Get in their shoes and find out how you can help them do their jobs better. What topics do you deal with on a daily basis? And how can these experiences flow into the course? Include negotiation tactics, soft skills, and leadership. It can be as simple as resolving a parking dispute or assigning seating positions.

2. Develop company policy infographics

Managers are faced with two levels of conflict. There are everyday problems, like mediating between workers who both want a window seat. Or it could be a more complex issue, like juggling schedules while someone is on maternity / paternity leave. These are very human decisions, but office politics guide them. Create easily consumable infographics based on these guidelines. You could save a leader’s life, or at least their sanity, by offering JIT during a heated argument. Or give them all the information they need to avoid costly compliance penalties. They are also a helpful resource for employees negotiating with their boss in such scenarios.

3. Mentoring training to develop other leaders

A smart boss doesn’t just throw his weight around. They realize that they are only as good as their team. You can see the big picture. And they know their legacy will only live on if they set it up to continue without them. That is why it is important for them to identify and care for their successors. Make this a part of your online executive training. It’s a critical skill, and it sends a clear message that your business is geared for growth. Knowing that their organization has a long career perspective will deter good employees from looking elsewhere for opportunities. It is an effective retention tactic and increases the generational success of your company.

4. Assessment of yourself and others

The modern world tells us a lot about introspection and individual judgment. But even with goat yoga and mindfulness training, very few of us are reliably self-confident. That one quality could literally bring about world peace, but let’s start small. Focus on your online executive training and incorporate self-assessment modules. It could be a pop quiz that tests recently learned material. However, you should also include surveys to help corporate learners identify their strengths and weaknesses. Make sure you offer solutions to these “problems” as well.

5. Project management in different situations

The type of boss you are depends on your personality. It can also be influenced by your upbringing, culture, and prevailing definitions of leadership. Some executives micromanage it while others delegate everything but fame. Some yell and bully while others hold hands and patronize. Offer demonstrations of various leadership models. Help online learners identify their own preferences. Use case studies to see how each model works, where it can be effective, and where other systems are preferable. Give them role play practice so they can practice different project management styles and perfect their approach. You could even help them develop their own personal model that is specific to your organization.

6. Competency-based certifications

No online executive training plan is complete without certifications. In particular, competency-based certification courses that encourage managers to improve their talents. Such as interpersonal, communication, problem solving and PM skills. Conduct a needs assessment to identify skill gaps, then develop certifications that address the weaknesses. Managers must carry out all necessary activities and pass the final qualitative test in order to achieve the goal. They can even create optional certification courses that allow them to study further in their spare time. This is great for doers who are always looking for new ways to climb the corporate ladder.

7. Increase competition and collaboration with gamification

When most people think of leaderboards, they think of tough competition. Fight against your peers to reach the top. However, when done right, gamification can foster friendly competition and collaboration among your executives. It’s not just leaderboards that you should consider. Badges, points, and levels are all powerful motivators that executives can actively engage in online training. Also, help them track their performance and identify personal improvement potential. You can even incorporate incentives to promote training in the company. For example, you will receive a special badge when your entire team has completed a course. Or if they increase their department’s online training attendance by 50% this quarter.


Before developing an online executive training program, you need a design. It builds a better course because it puts out the bare bones so you can tweak as you play. The blueprint also forms the basis for future course updates. What should the outline and course itself contain? Simulations that train specific problem-solving skills. Infographics summarizing office guidelines. Techniques for recognizing and developing future leaders. Self-assessment and assessment tips for subordinates. Instructions for the successful accompaniment of corporate projects. All of these lessons make better leaders and a better company overall.


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