The global health crisis has disrupted almost every aspect of professional life, and training is no different. In-classroom, face-to-face training has ground to a halt and online learning modules and digital learning spaces have taken their place. However, this abrupt shift cannot be successful without thoughtful consideration. For a new online training course to be effective, leadership must first make sure the module is high-quality, designed well, and links back to the company's values in terms of purpose and strategy. Without context, training will fail. Leadership must also ensure training will benefit individual employees, and they must be clear in communicating those benefits. Let employees know why they should participate in training in terms of how it will help them do their jobs better or grow professionally. This ensures buy-in. Take their time into consideration by providing short, on-demand lessons, and make sure the experience is interactive and memorable. Finally, follow-up sessions and resource hubs should be provided to sustain the lessons learned and gradually change behavior. Training cannot be viewed as a one-off event.