How to Create a Virtual Leader Skill Development Program That Speaks for Itself

To leverage the potential of Cleveland Clinic’s 3,800 leaders, the Global Leadership & Learning Institute — housed within the Caregiver Office alongside the organization’s human resources and additional support programs — offers in-person and virtual leader development courses and programs. One of its newest offerings, Leader Skills Passport, is a series of virtual cohorts that has quickly caught the attention of the health system’s global leaders. The program more than doubled its participant capacity in 2024 and has had a full roster since the start of 2025.

Skills-based virtual learning

The program is designed around four key leadership topics: accountability, agility, communication and emotional intelligence, and the leader skills needed for each. “Leader Skills Passport is focused on developing the foundational skills that every leader should know by meeting them where they’re at,” says Kim Brisky, one of the program’s facilitators.

Participants have ranked the program’s components as either great or exceptional, and 89% have said it’s made them better suited to fulfill their job responsibilities. It’s also self-selected. “Leaders come into the program because they’ve heard about it from others — it’s not required, there’s no obligation,” says Liz Bishop, who is also a program facilitator.

Program Coordinator Angela Krueger, shares, “What I’m noticing is that entire teams are participating — one leader does it and then recommends it to their teammates.”

While Cleveland Clinic’s program was initially intended for first-line leaders, like nurse managers, and new leaders, it’s evolved to all leaders. “We’ve found there’s a wide range of leaders who want to brush up on their skills or who have stepped into different roles,” says Krueger.

Although there are no secrets to the program’s success, the three experts agree that there are considerations organizations should make if looking to develop similar sought-after virtual programs.

Promote flexibility.

Those who enroll in Leader Skills Passport can choose one of two learning methods — a self-paced option or a facilitator-led 3-month cohort. In the self-guided learning, participants choose the foundational leader skills that are important to them, and learnings are available on-demand. With the cohort option, skills are specific to the selected program, and each one builds on the next.

Every month a new skill is highlighted. For example, someone in the communication cohort spends the first month learning about influence. The second month is centered on collaboration and the third, on conflict engagement.

“Accessibility is also key,” says Krueger. Cleveland Clinic increased the number of cohorts offered from nine in 2024 to 12 in 2025. Four sessions run at a time and scheduling accommodates every time zone so that any leader across the global health system can participate. “Our resources are available anytime, anywhere and we ensure colleagues can collaborate around the world,” she adds.

Share relevant content.

The content, as well as how it’s shared, can make or break a program. Leader Skills Passport utilizes the ‘knowing, doing, being’ learning model. “Following this model is what builds a person’s competence and confidence,” says Brisky.

Cohorts follow the same schedule for each skill learned: a review of self-guided learning content, practice of the tools learned in an application lab, application of learned skills in the work setting, and participation in a group reflection with coaching. Participants set goals for applying what they learned, they use relatable, self-chosen scenarios to help them apply the skills in their work setting, and they are supported through live interactions.

“It’s important to have relatable content that reflects what a leader has in front of them and how the skill applies to their role,” says Krueger. “Doing this encourages leaders to give context around skill practice and to work on ways to effectively develop skills.”

Enable peer learning.

Incorporating group discussions, reflections and multiple opportunities for collaborative peer learning is crucial. “What sets our program apart from traditional virtual modules is the collaborative network and community building,” says Bishop.

Leader Skills Passport sessions are centered around the sharing of experiences. “Participants say again and again that the group sharing is some of the most valuable time spent,” says Krueger. Bishop agrees, “People appreciate the opportunity to listen and share. When they hear about the experiences of their peers, many say they feel less alone. It’s the phone-a-friend mentality.”

Debriefs are held and participants are asked, ‘Did you learn something new from the people in your group?’ Krueger says responses to this question are continually compelling. “Most of our participants have never met each other, but the team support that is built early on is amazing,” she says. “The relationships formed are invaluable.” Brisky agrees, “Whether in an application session or a sharing session, leaders create a safe environment with one another, and they take that with them after the program is over.”

Enlist dedicated staff.

Two facilitators, a program coordinator, program lead, and designer comprise the Leader Skills Passport team. “Putting resources behind a program is what sustains it and allows it to grow,” says Krueger. Part of Krueger’s role includes managing resources and coordinating communications. “With three enrollment cycles and multiple cohorts running at all times for nine months, a lot of communications are needed,” she admits.

Establishing clear communications in a centralized location is vital. Leader Skills Passport participants can conveniently access the program syllabus, requirements and discussion forum in one place. Trained facilitators are also a key piece of the puzzle.

“You need people with expertise to teach this because it goes beyond curriculum,” says Krueger. “You need true experts to build the community and grow and support caregiver learning. Leader Skills Passport facilitators meet with the program lead weekly to address issues, share feedback and make adjustments as necessary to ensure consistency across the learning experience.

Connecting leaders to the organization

In addition to developing leaders, programs like this can deepen caregivers’ connections with their organizations. Leader Skills Passport is tailored to Cleveland Clinic’s values and leader behaviors, supporting the organization’s values-based culture.

“We want every leader to feel confident in demonstrating leader behaviors in their daily work,” says Brisky. “This program serves as a reminder of those behaviors and helps people embrace them.”

The program’s success can also be tied to enhanced engagement and belonging. “People are really appreciative of the fact that Cleveland Clinic invests in them in this way and our engagement data reflects that,” Krueger adds.