Upskilling and Reskilling in the Virtual World

Businesses and people don’t have years to settle and adapt to new technologies and trends anymore—sometimes it feels like we barely get a week. Combined with the fact that remote and hybrid work has taken over workplaces, it can be quite a challenge to ensure that leaders and employees keep up with the change. It’s crucial for leaders to understand how to reskill and upskill both their teams and themselves, even when they’re not in the same physical space.

The Importance of Reskilling and Upskilling

With the rise of AI, automation, and digital transformation, employees must continuously adapt to stay relevant. On top of new technical skills, the hybrid work model demands new collaboration and self-management abilities. Leaders, too, must evolve—moving away from micromanagement to trust-based leadership, as emphasized by Brené Brown. A workforce equipped with good interpersonal and self-leadership skills is more engaged, productive, and resilient.

Reskilling also plays a crucial role in future-proofing careers and businesses. As industries transform, new roles emerge while others fade. Companies investing in employee development retain top talent and create opportunities for growth. Psychological safety, as discussed by Amy Edmondson, is key—encouraging employees to embrace learning without fear of failure. In times of uncertainty, the ability to learn and pivot is the greatest asset for both individuals and businesses.

Agile and Flexible Learning

In a virtual world, traditional learning methods no longer suffice—organizations need agile and flexible learning models that support self-paced, on-demand, and interactive training. Think webinars, online workshops and courses, and different digital collaboration tools—these have transformed how knowledge is shared and consumed.

Morten Hansen emphasizes that hybrid work requires new skills in collaboration, task management, and communication. To keep up, companies should:

• Implement microlearning modules that allow employees to learn in short, focused bursts.
• Encourage peer-to-peer learning and virtual mentorship to facilitate skill-sharing.
• Create adaptive learning pathways, enabling employees to develop expertise in areas most relevant to their evolving roles.

By making learning more flexible, accessible, and collaborative, organizations ensure that employees can reskill and upskill in real time, staying ahead of technological and market shifts. Flexibility in practice means that employees can engage with material at their own pace in a format that best suits their learning. This approach caters to diverse learning styles, promoting a more inclusive work environment.

The Use of Technology for Personalized Learning

Personalization is the secret of effective learning in a remote setting. Thanks to technology, we can now offer tailored learning experiences that meet the unique needs of each employee. With the help of AI, companies can share personalized course recommendations based on employee profiles and goals, providing the right resources at the right time.

Morten Hansen also highlights that AI-driven development requires employees to develop digital literacy, creativity, and critical thinking skills. Organizations can support personalized learning by:

• Leveraging AI-powered learning platforms that customize training based on individual progress and skill gaps.
• Using data analytics to identify upskilling needs, ensuring employees receive relevant training.
• Incorporating gamification and interactive elements to make learning more engaging and effective.

Executing personalized learning requires data analytics to understand skill gaps, preferences, and career aspirations. By offering personalized learning experiences, you’re not just training employees; you’re helping them grow.

Strengthening the Employer Brand

In a competitive talent market, an organization’s commitment to employee development can set it apart. Companies that invest in upskilling and reskilling not only future-proof their workforce but also enhance their employer brand, attracting and retaining top talent. By investing in virtual spaces and tools for learning and development, you send a clear message: you are committed to your employees’ growth and well-being.

Kristel Kruustük and Miki Kuusi argue that today’s employees seek purpose-driven work. Organizations can boost engagement and strengthen their brands by:

• Aligning learning programs with career growth opportunities, showing employees how their development contributes to their professional advancement.
• Showcasing success stories of internal mobility, demonstrating that upskilling leads to career progression.
• Positioning continuous learning as a core company value, reinforcing an environment of growth and adaptability.

A commitment to employee development helps build an effective employer brand that attracts top talent, fosters loyalty, and boosts overall company performance. Building a robust employer brand also creates a community where employees feel valued and motivated, helping create a culture of openness and inclusivity.

A Culture of Learning

For remote and hybrid teams, maintaining a culture of continuous learning is trickier. Employees should feel empowered to take charge of their development, while leaders must create an environment that supports ongoing skill-building.

Brené Brown says that leaders must transition from “knowers” to “learners”, fostering curiosity, adaptability, and psychological safety. Organizations can cultivate a learning culture by:

• Encouraging open discussions on learning and development, integrating skill-building into daily workflows.
• Creating collaborative virtual learning communities, where employees can share insights and resources.
• Providing regular feedback and coaching, helping employees understand their growth opportunities.

By embedding learning into the core of company culture, organizations ensure that employees remain agile, motivated, and future-ready—no matter where they work from.

Remote Learning for the Whole Organization

Reskilling and upskilling in a virtual world requires flexible, accessible, and scalable learning solutions—especially in remote and hybrid work environments. With employees spread across different locations, organizations need seamless ways to deliver high-quality training.

You might see where we’re going with this, because that’s where our Remote Group Livestream comes in. This tool enables organizations to bring world-class leadership insights directly to their teams, no matter where they are. With live access to Nordic Business Forum 2025 and a 90-day on-demand viewing period, employees can engage with cutting-edge business and leadership content at their own pace.

And the best part? There’s no cap on how many of your team members can dive into this learning experience, making it an ideal solution to unite teams across multiple locations. You can easily set up the player on your internal website and share it with whomever in your organization you decide.

Development Benefits

• Flexible learning: Employees can watch live or on-demand, ensuring learning fits into their schedules and supports various learning styles.
• Personalized content: Team members can choose speakers and topics that align with their individual career growth and reskilling needs.
• Elevate employer brand: Giving such a learning opportunity directly to your team’s fingertips shows that you prioritize employee development and growth.
• Cultivating a culture of learning: Bringing together employees from different locations to share the learning helps foster a culture of learning.
• Cut costs: One fixed price gives access to valuable learning for anyone in your company.

This livestream solution for all your employees is more than just a means to access a business conference—it’s a tool to encourage personal and professional development no matter their location.