How Use Team Building and Virtual Training to Equip Teams for Remote and Hybrid Work Environments

Although COVID-19 is (hopefully) behind us, the pandemic will have long-term impacts on the working world. Having grown accustomed to, and comfortable with, working remotely, many employees are resisting a return to the office.

Though managers would generally prefer to have everyone physically back in the workplace, given the tight labor market and projections for lower workforce growth over the coming decade, they can’t push too hard.

Of course, remote work isn’t an option for everyone. But for knowledge workers who are able to work from home (or pretty much anywhere), some combination of remote and hybrid (part-time in the office) work is likely to permanently replace full-time in-the-office employment.

Developing team cohesion and camaraderie is more important than ever for improving employee retention. Yet it’s also incredibly challenging to do when employees spend little time interacting in person. What are managers to do?

A regular schedule of team building and professional development programs can check all the boxes: it builds strong relationships, enhances collaboration, increases employee loyalty, and improves interpersonal skills. The end result is an engaged, high-performing workforce. Here’s how to get there.

How to Use Team Building with Remote and Hybrid Work Teams

Effectively managing and optimizing the cohesion of physically disconnected work teams requires thinking about the challenge across multiple dimensions, including people, processes, and programs.

Building collaborative teams goes way beyond the technology. Tools like Slack, Zoom, and Monday can certainly be helpful, and remote work applications have in general gotten a lot better over the past couple of years. But the tools themselves are only infrastructure; it’s how the tools are used that leads to high performance (or not).

People

One challenge of managing remote/hybrid teams is that it’s harder to really get to know your team, and for team members to really get to know each other, without the benefit of in-person verbal and non-verbal cues day in and day out.

As noted in a previous post here, maximizing team cohesion with different personalities and work styles starts with utilizing some type of personality assessment tool, such as the DiSC model, MBTI assessment, or Predictive Index. The insights they provide are valuable in any environment but are even more crucial when managing physically disconnected work teams.

Some employees are comfortable working independently, with periodic check-ins and updates from team members. Others are more collaborative and prefer to talk issues through with teammates. Still others need time to process information and are uncomfortable making snap decisions.

It’s vital for managers to understand these differences regardless of the work structure, but even more critical—and challenging—in remote or hybrid situations. For example, an employee who craves socialization may need opportunities for direct conversations with the team leader and coworkers in order to remain comfortable and engaged.

“Managing is less about tactics and goals and more about team cohesion, building culture, and creating one-on-one relationships. Then when conflict or a crisis does happen, you’re better equipped to handle it,” says leadership coach Wendy Bryan.

“You have to arm your managers of hybrid or remote work teams with assessment tools and skills. It’s about really understanding the workplace drivers and what makes people tick, because most employees can’t just tell you how best to manage them.”

Leadership training is essential for enabling managers to understand and properly use the results of personality assessments. Team building programs help employees better understand and accommodate the different work styles and preferences of their colleagues.

Process

One basic component of managing geographically dispersed groups and making everyone feel like part of the team is not only a regular cadence of online meetings, but also an established structure, so that everyone gets the most out of virtual meetings.

That’s vital from a tactical standpoint, but it’s also crucial for managers to understand the softer side of online communications. Who needs to be “called on” during team meetings because they aren’t as eager as others to speak up? How do employees prefer to be contacted for urgent or quick questions: phone call? Text? Are they highly responsive on Slack or email? That’s important to know on both tactical and interpersonal levels.

The output of personality assessments can also be incorporated in creative ways into remote team communications.

For example, notes Wendy, “We could take the placards from the Predictive Index and black out the names. Then interject those into weekly or monthly meetings, asking ‘Who do you think is who? Which one is yours?’ It’s a five-minute icebreaker that’s fun, gets everyone relaxed, and is much more meaningful than small talk about sports or the weather.”

It’s also helpful for remote team cohesion to occasionally interrupt business with fun. For example, once a month, hold a mandatory 30-minute Zoom meeting where people have to be away from their desks and doing something physical, to encourage health and wellness.

People might be walking, at the gym, vacuuming, any physical activity. It may seem awkward at first, but after a few sessions, team members start to get creative and have fun with it. It’s great for physical and mental health, as well as employees showing a different side of themselves.

Team building and professional development programs also play a crucial role. “Think about what happens at sales meetings, marketing kickoffs, or other all-employee gatherings,” says Wendy. “People get to see each other, give high-fives, and hang out together. That’s so important. When it’s not possible or practical, virtual team building helps to meet that need in building team cohesiveness.

“You can have a manager attend leadership development training or your people do a team building program. Both are important, but have two different psychological effects. One is addressing the manager and how to manage. The other is for the team and how to see other sides of coworkers beyond email, Slack, and Zoom meetings. Start with team building for everybody, then springboard off into getting managers trained to be better leaders.”

Programs

Helpful programs for leadership and professional development in hybrid / remote work environments include:

Building Your Hybrid Team: This custom virtual workshop will give you and your hybrid team a roadmap for moving forward, while helping to organize for increased efficiency. It focuses on methodologies that your group can use in future meetings, and explore behavioral and work styles and situational leadership approaches. It will help you to create an Objective Statement along with corresponding team goals to ensure everyone is on the same page.
Virtual Coaching and Feedback: This online program will increase your ability and skill to provide virtual coaching and feedback that is engaging and effective. It helps develop trust and respect and promotes self-awareness that will allow for increased development and focused career planning.
Conducting Better Virtual Meetings: Learn the skills and tools to make your virtual meetings effective and productive. Plan remote meetings that will deliver tangible results with clear takeaways and follow-up action plans that will ensure your attendees see value in attending and participating.
Developing Emerging Leaders: For a more in-depth approach to developing and enhancing leaders in your organization, this comprehensive workshop series helps current and future leaders realize their full potential.

Among the most popular and effective virtual team building programs for strengthening remote team cohesion are:

Virtual Morning Jumpstart: This event can be delivered on any day of the week as a fun way to launch into a productive workday with smiles and camaraderie. Virtual Morning Jumpstart promotes team cohesion and enhances relationships through a lively series of game-type challenges and morning wake-up-themed activities.
Virtual escape rooms: Programs such as Escape the Office, Save the Boss, and Search for the Cure bring together an immersive storyline, clues of varying difficulty, detailed graphics, and an advanced escape room platform to intrigue and challenge your group.
Virtual Speed Networking: This engaging get-to-know-you event incorporates a series of fun and challenging icebreaker activities and discussion topics, conducted remotely. After every break-out session, teams will return to the virtual “General Session” space to reconnect with the large group and the host.

How to Schedule Workshops and Programs to Enhance Team Cohesion

Keeping remote work teams engaged and productive requires establishing protocols and processes, but also building team cohesiveness in a hybrid work environment. It’s very helpful to do some type of activity on a quarterly basis that brings the team together outside of the work you actually have to do. To maintain team cohesiveness among remote workers, you need to be even more deliberate about this than when you have the whole team on site every day.

In addition to training or professional development workshops that are just for managers, an ideal cadence is one team building event per quarter—live if possible, virtual if not. And the entire team should do at least one or two live, in-person team building events each year.

Conclusion

Building and maintaining highly collaborative and productive work teams is challenging in any environment, but even more so in remote or hybrid work situations. Leadership development and team building programs are essential for optimizing team cohesion and performance.

Managing successful remote teams requires the right mix of people management, processes, and programs. It starts with using a personality assessment tool to help managers really understand the unique characteristics of team members, and training managers on how to use the output of these tools.

Remote work processes help keep the team in sync. These need to take into consideration both tactical requirements and people management “soft skills.”

Team building and professional development programs play a vital role in keeping remote team members engaged, and your teams performing at a high level. The ideal cadence for team building activities is quarterly, with at least one in-person event each year.

How Do You Motivate and Empower Your Team Now—Live, Virtual, Hybrid? There’s Only One Bad Choice

A version of this post originally appeared on SmartMeetings.com.

In June, organizations across America were excited about the return of in-person events, and the enticing potential of hybrid events. How quickly things change.

By late July, COVID-19 cases were again spiking across the United States. Corporations, universities, government agencies, and associations abruptly began rethinking the structure of their conferences and team building events for the remainder of 2021 and into 2022.

The result is a chaotic, volatile environment in which meeting and event planners are struggling to optimally balance their meeting objectives with attendee preferences and safety, constantly changing guidance from the CDC, and local government rules restrictions.

What are planners to do? Here’s a look at the current state of popular options, plus the only wrong choice.

Live In-Person Events

The current status of in-person events varies widely from state to state, and even city to city, based on several factors:

Local case loads: While virus cases are increasing across the country, the impact is uneven. Some states are seeing fairly modest increases in positive tests, while others are seeing more widespread outbreaks.

Local regulations: Broadly reflecting those variations in impact, regulations vary considerably from place to place. While some communities are still imposing capacity restraints and mask mandates, others are mostly open. The governor of Nevada recently announced, for example, that large venues can do away with mask mandates as long as attendees are fully vaccinated and raise the attendance limit to 4,000.

Community standards: Not only from place to place from organization to organization, different groups of employees have a different comfort level with the risk/reward calculation for live gatherings.

The venue also matters. Recent research from the UK concluded that “mass events can take place safely” if held outdoors and with reasonable precautions.

The near-term outlook for in-person events is impossible to forecast. Tomorrow’s news may bring new concerns over the Epsilon and Gamma variants—or show new cases declining again after recent spikes.

Virtual Events

Regardless of what happens with live events, “virtual events are here to stay,” according to Steve Gottlieb, CEO of virtual event platform provider Shindig. “The cost savings are just too compelling, and online events are less disruptive. Virtual or hybrid events enable organizers to greatly expand the number of participants. And with the right technology, the networking and interaction in online events can mimic the natural mixing and mingling of in-person gatherings.”

Meeting and event planners recognize these benefits and are taking advantage of significant advances in virtual event technology over the past 18 months. The possibilities have dramatically expanded beyond the limitations of lecture-style webinars and boxy “Hollywood Squares” type interfaces in a short time.

Corporations recognize the benefits of team building activities, regardless of the format: from virtual team building bingo or a minefield game to charity events (such as bike donation) and professional development activities.

Scott Flynn, CEO of team building provider Best Corporate Events, says his company saw a surge in bookings for live events in June only to see interest pivot back to virtual events more recently. Now, in late August, live events bookings are surging again.

“We’re agnostic about the format,” he notes. “Pretty much any team building program, from corporate social responsibility (CSR) to professional development to game shows, escape rooms, or physical activities can be delivered in virtual, in-person, or even hybrid environments.”

Whether for team building, other corporate events, or even fundraising galas, Tracy Fuller of InnovativEvents, an event planning firm in Des Moines, Iowa, is seeing the same shift.

“We’ve had game shows and galas that have far outreached their regular live audience with virtual events, and this means more donations for their charity and more awareness as well. It’s a win/win,” she says.

Hybrid Events

Throughout the first half of this year, hybrid events were generating tremendous buzz. Then planners began experiencing the increased costs and challenges of actually executing hybrid events, and skepticism set in.

Li Hayes of speaker management agency Go Leeward argued here in early August that hybrid is dead. “The primary barrier is the return on investment,” she wrote. Describing a large event that went hybrid for one year, “the organizers said, ‘Never again.’ The cost of production, between software and other resources needed to pull off a simultaneous virtual immersion experience, increased their budget by more than 30 percent, and the work to plan a hybrid was like planning two entire events at the same time.

“But the financial return wasn’t there… even with an overall increase in attendees, the added expense wasn’t covered. Their conference planner decided that in the future, events will be either all live, or all virtual, but not a combination of the two.”

Yet despite those arguments and increased skepticism, hybrid is not in fact “dead.” Event technology consultant Brandt Krueger argued just two weeks later, in Debunking Hybrid Event Myths, that concerns over increased complexity, higher costs, lower security, and cannibalization of in-person audiences, are overblown.

“A decade ago, I was extremely lucky to be around the early pioneers of hybrid events, and I saw early on the benefits they could provide, including expanded audience, increased accessibility, creating connections between people in locations around the world, and serving as a tool to promote and encourage people to attend in person,” he wrote. “Almost all the hard-learned lessons from those early days still stand as best practices today.”

The bottom line, according to Bryan Burns, COO of team building apps provider SmartHunts, is that hybrid is definitely a viable option, even if not always the best choice.

“With the right technology, activities like team building scavenger hunts, amazing race games, and CSR programs can work in any format (live, virtual, or hybrid), and often indoors or outside. What’s most important is for meeting planners to explore the capabilities of the technology, then determine the best way to align their objectives with what the technology can deliver.”

“I think hybrid events are here to stay,” adds Tracy Fuller. “Why wouldn’t they be, having more reach and more impact with a small amount of additional cost to larger funds raised? It just makes sense.

“I don’t think you can discount the ability to reach more people with your message either. This last year, as things loosened up with COVID rules, we saw many watch parties take place for some of our charity events and galas. Small groups of people got together to watch the gatherings on-screen in a home or office, essentially creating their very own hybrid event. And it worked.”

The Only Wrong Choice

Clearly, the current environment is fluid. In-person events may be a viable option, particularly for outdoor activities, but there are many factors to consider. Live events have come a long way since early 2020, as the technology has advanced, organizers have honed their skills, and audiences have grown more comfortable with online participation. Hybrid events still present challenges but offer unique benefits as well.

So what is the only wrong choice?

“Doing nothing,” says Roy Charette, co-founder of higher-education focused provider of team building programs for colleges and universities, Best Collegiate Events. “The only bad choice organizers can make right now is to allow the uncertainty of the current environment to paralyze their decision making, leading them to postpone or cancel events.

“Students, as well as corporate employees crave connection, possibly even more so now. Businesses need team building events to integrate new employees with existing teams in light of turnover and market changes.

“Colleges and universities, of course, turn over roughly a quarter of their student body every year,” he notes. “And with more schools requiring vaccination, in-person team building events are a great way to welcome new students and provide healthy activities for upperclassmen.”

The fluidity of the current environment for team building and other events makes choosing the best format difficult. For virtual events, one key is to avoid over-reliance on a single technology platform and instead choose the best tool for every type of event. For hybrid events, it’s determining how to manage and minimize the unique challenges. And for in-person events, the best guidance may be, as they used to say in broadcast TV, “check your local listings” for the latest updates on your planned location and venue.

Virtual Stays – Live Returns – Charitable Rules

We developed over 50 Virtual Programs for the virtual world in 2020 and now Live events are back! We are so excited to be delivering in-person programs again as companies start getting their teammates together again face-to-face.

Even when COVID made it impossible to deliver live events, we were hard at work evaluating, improving, and adding to our successful live events lineup. Best Corporate Events was built with our strong catalog of trademarked events, and that hasn’t changed.

Before the pandemic, CSR programs were among our most popular events, and they are leading the way again as live events return. Charitable organizations need support more than ever, and they count on the generous contributions they receive from our corporate clients through giveback programming.

In anticipation of the return of live events, we also stocked up on all the supplies we’ll need to deliver great Charitable Team Building events. Our warehouses are filled with over a thousand bikes, wheelchairs, guitars, wagons, rollators, care kits, and all kinds of other donation items for our popular CSR events. All you have to do is give us a call – we’re ready to go!

8 Human Resource Strategies To Make Employees Feel Included When Working Remote

In the past, it was all too easy to take company culture for granted and focus on other HR issues, like creating safe working conditions. But given the pandemic and the tremendous shift to remote work, businesses must work hard to develop what happens organically in an office setting – a sense of belonging and inclusion.

So how can you make remote workers feel like a genuine part of the company’s fabric, even if they’re at home? Keep reading to find out the best strategies.

1. Tap Into Multi-Channel Communication

Being in an office affords plenty of opportunities for communication and interaction. However, these opportunities disappear at home, causing employees to feel disconnected from their workplace.

Effective communication is critical in a remote environment, and a multi-channel approach is the best way to stay in contact. Video calls and team meetings are a vital pillar of this different communication style, and sending more audio messages instead of emails can be helpful as well.

But perhaps most critically, you want to focus on our next point.

2. Encourage Watercooler Chat

Spontaneous opportunities to get to know your coworkers also disappear when you work from home. There’s no chatting in the elevator on your way to the office or in the kitchen during lunch breaks – practices that build camaraderie among coworkers.

Since watercooler chat is not happening organically, schedule time for it. Allow a few minutes at the start of virtual meetings to talk about non-work related topics. Encourage employees to chat about other things at the beginning of their calls, too.

3. Keep Communication Open

Team members feel connected when they feel heard, and what’s the best way to ensure that? Keep an open line of communication, even if you can’t see or interact with your colleagues in-person.

Hold regular check-in meetings to ensure everything is running smoothly and that everyone has what they need. Doing so helps everyone feel seen, heard, and appreciated. Similarly, encourage employees to ask questions or voice concerns. If they are comfortable being honest and their voice is heard, they are likely to feel more connected.

4. Use Calendars

When you’re in the office, it’s easy to get a sense of whether someone needs to focus. Maybe their door is closed, or perhaps they’re giving off strong “in the zone” vibes. Things change when working remotely; believe it or not, many people struggle with distraction.

To safeguard everyone’s time, encourage your team to use their calendars. They can schedule blocks of time if they need to focus, allowing others to check if their colleagues are busy.

5. Listen to Employee Feedback

Another excellent way to make remote workers feel included is to ask them what you can do better! We all want to be heard, so asking your workers for input is an excellent way to strengthen ties to the company. Prioritize getting feedback from employees, let them know that you’re around to listen, and take action when necessary.

There are many ways to solicit employee feedback, such as:
Pulse surveys
Employee feedback tools
Chatbots

6. Redefine the Vision

Has your company’s vision switched to mere survival since the start of the pandemic? You’re not alone. But even if you’re in survival mode, your employees need a purpose to connect with – a reason to “show up” for work.

Now’s the perfect time to realign your vision to fit the times. It should be rooted in a higher purpose for the community, environment, or your customers. Plus, it’s also helpful if your vision can match the current pandemic-mandated remote work situation.

For example, your new vision might be to ensure safe working conditions to keep everyone healthy while moving forward.

7. Use Social Media

Leverage social media to bring remote workers closer together – and no, we don’t mean you need to be friends with all your colleagues on Facebook.

Instead, sites like LinkedIn are an ideal place for sharing snippets of what employees are doing at work. Some companies even use WhatsApp team chats to stay in touch.

Whatever the platform, the important thing is encouraging employees to keep each other updated and having conversations. Used carefully, social media can help foster a richer, more connected workplace.

8. Carve out Time for Fun

With the pandemic, lots of fun, in-person work traditions (like pizza day or monthly birthday celebrations) have been put on the backburner. But just because your employees are remote doesn’t mean that they have to miss out on fun events at the office. Make sure to schedule some time for fun – even if it is virtual.

Companies are choosing all kinds of creative virtual hangouts, like trivia, happy hour, online games, and virtual scavenger hunts. Some even organize virtual meals with food delivered to employees! Team building virtually has been our focus at BEST for almost a year now, and we have over 40 different programs to do something fun virtually with your team. The bottom line? A little effort goes a long way, and a bit of fun can make everyone feel connected.

Get Connected!

Whether your company just recently made the switch to remote work or you are looking to strengthen the connection with your long-term remote workers, these tips will help everyone feel heard and included. Start a meeting with your team and discuss what strategies they would like to implement. Stay connected, even at a distance!

Virtual Now…and into the Future

There will always be a place for virtual programs in the events sphere, with or without the requirements of social distancing. We had some key takeaways as we reflected on what it would mean for the future of virtual events.

Our team at Best Corporate Events has spent most of this year dedicated to adjusting and developing new offerings to suit the virtual environment necessitated for all of us by the COVID-19 pandemic. It has been both fun and rewarding to innovate and create a whole new line of virtual programming, plus our clients have loved the entertainment, connection, and development they’ve still been able to accomplish through our programs while remote.

But what will happen to all of these programs once the pandemic is over? This is a question we’ve asked ourselves repeatedly during this time, and we have continually concluded that there will always be a place for virtual programs in the events sphere, with or without the requirements of social distancing. It’s encouraging to see that experts in the industry agree with our thoughts, and we were excited to come across an article from Fast Company that highlights the advantages of keeping virtual meetings and events in rotation even when we do return to the office. We had some key takeaways from this article as we reflected on what it would mean for the future of virtual events.

Some employees already worked remotely before COVID. While it was an adjustment for many to get used to working virtually, parts of the workforce who already worked remotely have finally been granted even footing with their office-dwelling colleagues. Continuing to offer virtual meetings and events when workers return to the office will maintain this level playing field for remote workers, who otherwise can feel left out or marginalized by their physical distance and separation that prevents them from joining in on in-person social interactions with their colleagues like informal conversations, casual learning opportunities, office happy hours, and more.
Companies have nationwide and international offices. Much like remote workers, having multiple office locations can present barriers to colleagues in different cities or countries from connecting and operating as a cohesive team. Working and connecting online eliminates this barrier, and allows employees in all locations to communicate and socialize more easily and therefore feel more connected.
Bring the virtual lessons we’ve learned with us into the future. As we all navigated the sudden shift to virtual, there were certainly stumbling blocks on how to effectively work, meet, and socialize in a remote environment. Taking the lessons we’ve learned and innovations we’ve created with us into the future allows us to continually improve the virtual experience, and not start at square one. While virtual platforms present an opportunity for connection with all colleagues regardless of work location, we also learned that there is a balance to be maintained to avoid the now infamous ‘Zoom-fatigue’ and over-extending work hours by blurring the lines between ‘work’ and ‘home’ environments. Applying our lessons from this time moving forward will only provide better virtual experiences that will support companies who will likely be looking to provide more flexible working arrangements to their employees moving forward as well.

The reality is, virtual isn’t going away – and that gives us all the opportunity to take advantage of the unique characteristics and advantages that come with remote meetings and events, now and in the future.

Making Lemonade From Lemons

When the live events industry vanished in an instant because of COVID-19, we turned our attention to what our clients need now: Virtual Events. Virtual events are at the forefront of today’s Corporate Team Building activities, where fun and interactive events like Virtual Game Shows are prevalent. Our Virtual programs range from Virtual Game Shows, to Virtual Team Building and Entertainment, to Virtual Professional Development Training and Workshops, to Keynote Speakers. No matter what your team needs right now to feel connected in their remote workspace, you can find a program to suit your needs in our Virtual line up. We are continually adding new programs as well, and we are more than happy to work with you to design something new that’s perfect for your group!

When the Going got tough…We got Virtual.

We were in our groove, delivering nearly 1,000 events in 2019, all across America, while maintaining our #1 ranked Customer TrustScore of 4.9/5.0.

Then, the Live Events Industry collapsed and vanished in an instant.

The calm actually allowed us to reflect. We’d been so busy for so long delivering In-Person events that we didn’t have time for much else. We started developing new programs, streamlining production, and talking with our Corporate Clients, Planners, and DMCs to see how they were doing and how we could help them.

Their answer was Virtual.

Our facilitators have been delivering Virtual events since 2014, so we expanded our lineup and now have 26 virtual events to choose from – and we have studios across the country with the latest technology, video, and audio equipment to run virtual, interactive events and training for your team.

Virtual events are at the forefront of today’s Corporate Team Building activities, where fun and interactive events like Virtual Game Shows are prevalent. Our Virtual programs range from Virtual Game Shows to Virtual Team Building and Entertainment, to Virtual Professional Development Training and Workshops, to Keynote Speakers.

No matter what your team needs right now to feel connected in their remote workspace, you can find a program to suit your needs in our Virtual line up. We are continually adding new programs as well, and we are more than happy to work with you to design something new that’s perfect for your group!

Virtual Game Shows

Using various existing meeting platforms like Zoom, and delivered live by experienced professional Virtual Game Show MCs, these competitive games give participants a chance to enjoy each other’s company, compete for prizes, and take a break from the traditional meeting atmosphere.

During this challenging time around the world, non-profit organizations are struggling, and need financial support to continue their essential roles in their communities. That’s why the grand finale of any of our Virtual Game Show programs can include a monetary donation in any amount to the charity of your choice.

One of our most popular Virtual Game Shows is Virtual Trivia Blast, which has fun general trivia questions for individuals to compete with, but also can allow for some customized company trivia questions as well!
The Virtual Price it Right competition allows participants to guess the price of everyday household or company-related products, play games to earn gifts, and then take part in household “scavenger hunts” for additional prizes.
Virtual Survey Says has remote teams competing based on the survey results of 100 people. This event can even be delivered bracket style with the top two teams competing for the championship!

We offer 9 Virtual Game Shows in total, featuring Virtual Hooray For Hollywood, Virtual Jeoparody, Virtual Name That Tune, Virtual Orientation Game Show, Virtual Speed Networking, and Virtually Awesome ’80s. Your group is bound to find a format and theme that they can’t wait to try.

Virtual Interactive Entertainment

Delivered on a meeting platform like Zoom with the use of our proprietary SmartHunt apps, our Virtual Interactive Entertainment programs can be a fun addition to an extended day of virtual meetings, or an entertaining stand-alone activity for your group to connect and bond. These programs include Virtual Interactive Magic Show, Virtual Mind Games, and Virtual Scavenger Games SmartHunt®.

Virtual Training

Virtual Corporate Training options are also relevant and in demand. Moving from the in-person office to the virtual office comes with some changes and adaptations that many take for granted. Lots of people don’t have a full day to dedicate to training their teams on how to optimize their remote work experience – which is why we designed our “60 minutes to success” line of training workshops that hit the core knowledge your team needs in just about an hour.

Programs like Launching Your Virtual Team and Understanding Your Virtual Team teach leaders the fine details for getting their remote teams up and running successfully, and continuing to manage them effectively from a remote environment going forward.

For your employees themselves, the challenge of continually adapting to the changes to their daily workflow that comes with working remotely can be aided by workshops like We’re All Virtual – Now What?, and WFH – Work From Home!

With most business and meetings now conducted by video call, Virtual Meetings Tune-Up is a great way to make the most out of running virtual meetings, and Virtual Presentations Tune-Up can help you to optimize your Zoom presentation skills.

And no matter your work environment, every team can benefit from Virtual DiSC Assessment, to better understand each other and communicate effectively on virtual platforms.

Virtual Professional Development

Our Virtual Professional Development series ensures that your team is taking full advantage of the opportunities that come with working from a remote office. With our combination of professional facilitation and dynamic virtual environments that utilize high tech features, these workshops will enable you to enhance employees’ results and create workplace inspiration while remote.

These offerings can be modified to fit your timeline or be combined with other programs for a full day of blended professional development and team building opportunities. Our great virtual professional development programs include Building Your Virtual Team, Conducting Virtual Meetings, Leading Virtual Teams, Managing Your Time at Home, Seeing Things: Virtual Interactive Keynote, Virtual Coaching and Feedback, and Virtual Presentations Workshop.

Need help getting started or want a quote? We are here to help.

Category: Virtual