1. Remote leadership development is a continuous process and not just a once-off coaching session every quarter. This does not mean that you must increase the frequency of 1:1 (although this is an option). But rather to deploy various tools to aid in development.

2. So take full advantage of digital tools such as audio and video courses for development.

3. Self-directed learning makes sense as an extension of the autonomy provided by remote work. Ask people which skills and capabilities they feel they need to develop.

4. However, there should still be clear expectations around the learning that must happen. Expectations should include skills that must be developed in support of the vision of the organization but also around time spent in development. We have seen how easily working from home can blur the lines of work and play.

5. The use of employee-generated content is a great source of learning. For example, the individuals in a team all have their own learning track but present back to peers at the end of the month/quarter so that we can learn from each other.

6. Don’t develop leaders in isolation. Use the team as a development tool.