# Online Leadership Training: A Live, Cohort-Based Program for Managers > Online leadership training for managers across India, the Gulf and South-East Asia: live cohorts, breakout practice and real-work tasks. Talk to us. - Source: https://bodhih.com/online-leadership-training/ - Publisher: Bodhih Training (Bengaluru, India; since 2008) - Last updated: 2026-10-26 - Contact: solutions@bodhih.com · +91 99000 11601 --- Your managers sit in Pune, Dubai and Kuala Lumpur, and none of them has two free days. Our online leadership training brings them together in short live sessions with cameras on, breakout role-plays and real work between sessions, so leadership skills build week by week instead of fading after one workshop. ## At a glance - **Duration:** Recommended: 4 × 3-hour live virtual sessions over 6–8 weeks, plus peer circles and a 90-day follow-up - **Who it’s for:** First-time and mid-level managers in distributed teams across India, the Gulf and South-East Asia - **Level:** Foundation to Intermediate - **Format:** Live virtual · Blended - **Track record:** Since 2008 · 2,000+ companies Online leadership training from Bodhih is a live, cohort-based program for managers spread across cities and countries. Over six to eight weeks, live virtual sessions of 90 to 180 minutes cover leading yourself, leading others, coaching and feedback, delegation, decisions, leading remote people and influence, with breakout practice, real-work assignments and AssessAll measurement. - Recommended: 4 × 3-hour live virtual sessions over 6–8 weeks, plus peer circles and a 90-day follow-up - Level: Foundation to Intermediate · Live virtual · Blended - Designed with the ADDIE model and customised to your context - Offered by Bodhih since 2008 to 2,000+ organisations across 7 regions **Also known as:** online leadership training program, virtual leadership training, live online leadership course for managers, online management training **Where and how:** online leadership training as an in-person workshop in [Bengaluru](https://bodhih.com/corporate-training-in-bangalore/), [Mumbai](https://bodhih.com/corporate-training-in-mumbai/), [Delhi NCR](https://bodhih.com/corporate-training-in-new-delhi/), [Gurugram](https://bodhih.com/corporate-training-in-gurugram/), [Hyderabad](https://bodhih.com/corporate-training-in-hyderabad/), [Chennai](https://bodhih.com/corporate-training-in-chennai/), [Pune](https://bodhih.com/corporate-training-in-pune/), [Kolkata](https://bodhih.com/corporate-training-in-kolkata/), [Ahmedabad](https://bodhih.com/corporate-training-in-ahmedabad/) and [Jaipur](https://bodhih.com/corporate-training-in-jaipur/); as a live online course; or delivered overseas in [Dubai](https://bodhih.com/corporate-training-in-dubai/), [Singapore](https://bodhih.com/corporate-training-in-singapore/) and across the Middle East, Asia and Africa. Last reviewed 26 Oct 2026 by [Siddharthan VGJ](https://bodhih.com/siddharthan-vgj/), Founder · Bodhih Training, Bengaluru ## Why live online leadership training fits how managers work now Leadership teams are rarely in one city any more. A regional manager in Chennai may lead people in Colombo and Singapore, and flying everyone to one room for two days is hard to justify. Formal learning time is also shrinking, so long workshops compete with real work. Spaced live sessions, with practice and assignments in between, let managers apply each skill on Monday and bring back what happened the following week. > Average formal learning hours per employee fell to 13.7 in 2024, from 17.4 in 2023. Source: [ATD 2025 State of the Industry report](https://www.td.org/content/press-release/atd-research-optimism-remains-strong-for-future-of-learning-in-organizations) > 71% of organisations offer leadership training. Source: [LinkedIn Workplace Learning Report 2025](https://business.linkedin.com/learn/resources/workplace-learning-report) ## What participants will be able to do ### Lead yourself first Plan priorities, protect focus time and model the habits you expect from a remote team. ### Delegate with clarity Hand over real ownership with agreed outcomes, limits and check-in points that work across locations. ### Coach in short moments Turn one-on-ones and quick calls into coaching conversations that build capability. ### Give feedback on camera Deliver specific, balanced feedback over video and chat without it landing harder than you intended. ### Decide well at a distance Make and communicate decisions so remote team members understand the reasons and act on them. ### Influence without being in the room Build support from peers and senior leaders through clear written cases and well-run calls. ## Who should attend - [First-time managers](https://bodhih.com/first-time-manager-training/) leading teams across several cities or countries - Mid-level managers in [GCCs](https://bodhih.com/gcc-leadership-development-program/), IT services and shared-services centres - Regional managers in the Gulf and South-East Asia with small local teams - Field and branch managers who cannot leave their locations for two days - [High-potential](https://bodhih.com/high-potential-leadership-program/) team leads preparing for their first management role - HR and L&D teams that want one consistent program across locations ## Program outline Recommended design, customised to your context after a short needs analysis. ### **Leading yourself**Module 1 · 90 min - Where your week goes versus where leadership needs it - Setting visible priorities for a distributed team - A personal operating rhythm for remote leadership ### **Leading others through delegation**Module 2 · 90 min - Choosing what to delegate and to whom - Agreeing outcomes, limits and check-ins - Delegating across time zones and languages ### **Coaching and feedback online**Module 3 · 120 min - A short coaching structure for video calls - Feedback that lands well on camera and in chat - Practice in breakout trios with observer notes ### **Decisions and communication**Module 4 · 90 min - Matching the decision method to the stakes - Decision notes that remote teams can act on - Handling disagreement in virtual meetings ### **Leading remote and hybrid people**Module 5 · 90 min - Keeping remote team members visible and included - Team rituals that build trust without extra meetings - Spotting early signs of disengagement on a screen ### **Influence and the capstone**Module 6 · 120 min - Writing a short case that wins support - Running a stakeholder call that ends in a decision - Presenting your real-work assignment results to peers ## Sample training plan: 2-day hands-on design This live online design spreads leadership practice over six to eight weeks instead of two days. Each 3-hour session has cameras on, short inputs and most of the time in breakout rooms. Managers start by leading themselves, then practise delegation and decisions at a distance, coaching and feedback on camera, and finally inclusion and influence. Every session ends with a real-work assignment that peer circles review before the next one, and the program closes with each manager showing what changed in their own team. 74% hands-on practice · 11.3 contact hours · Cohort: 12–24 participants · In person · Live virtual ### Live session 1 (week 1): Leading yourself Participants can see where their week goes, set visible priorities for a distributed team and commit to a personal operating rhythm. 1. 10:00–10:20 · Desk-object check-in (Energiser) 2. 10:20–11:05 · Where my week goes (Diagnostic) 3. 11:15–12:15 · Visible priorities (Build sprint) 4. 12:15–12:45 · Pre-assessment debrief (Feedback round) 5. 12:45–13:00 · Assignment one (Action planning) ### Live session 2 (week 2 or 3): Leading others: delegation and decisions Participants can delegate with clear outcomes and limits across locations and make decisions a remote team can understand and act on. 1. 10:00–10:20 · Assignment one report-back (Peer coaching) 2. 10:20–11:20 · What to hand over (Skill drill) 3. 11:30–12:25 · Decide at a distance (Case clinic) 4. 12:25–12:50 · Decision note gallery (Gallery walk) 5. 12:50–13:00 · Assignment two (Action planning) ### Live session 3 (week 4 or 5): Coaching and feedback on camera Participants can run a short coaching conversation over video and give feedback in video and chat that lands the way they intend. 1. 10:00–10:20 · Delegation debrief (Reflection) 2. 10:20–11:20 · Coaching in 15 minutes (Demo & practice) 3. 11:30–12:30 · Feedback over video and chat (Skill drill) 4. 12:30–12:50 · What landed (Feedback round) 5. 12:50–13:00 · Assignment three (Action planning) ### Live session 4 (week 6 to 8): Leading remote people and influence Participants can keep remote team members included, win support from senior stakeholders and show what changed in their team. 1. 10:00–10:20 · The invisible teammate (Diagnostic) 2. 10:20–11:10 · Rituals that include (Build sprint) 3. 11:20–12:20 · The stakeholder call (Role-play) 4. 12:20–12:50 · What changed in my team (Presentation) 5. 12:50–13:00 · My 90-day plan (Action planning) Recommended: 4 × 3-hour live virtual sessions (for example 10:00–13:00 IST, or a slot that suits India, Gulf and South-East Asia hours), one to two weeks apart over 6–8 weeks, with peer circles between sessions and a 90-day follow-up. A sample design: every Bodhih program is customised after a short needs analysis. ### How long is online leadership training? The recommended design is four live virtual sessions of three hours each, one to two weeks apart over six to eight weeks, with peer circles between sessions and a 90-day follow-up. A rhythm of six shorter sessions of two hours is also possible. ### What activities are included in online leadership training? Managers analyse their own calendar, set visible priorities, delegate a real task in breakout trios, write and peer-review decision notes, practise coaching and feedback on camera and in chat, design inclusive team rituals and run a stakeholder call, with a real-work assignment after every session. ## How we deliver it ### Cameras on, practice first Each session is live with a Bodhih facilitator, cameras on and at least half the time spent in breakout rooms on role-plays, coaching drills and problem-solving. ### Spaced sessions with real work Sessions sit one to two weeks apart, and each ends with a real-work assignment, such as delegating one task or holding one coaching conversation, that managers report back on. ### Peer learning circles Small circles of four or five managers from different locations meet briefly between sessions to share progress and help each other past sticking points. ### Manager check-ins built in Each participant's reporting manager receives a short guide and holds a check-in midway through the program, then again during the follow-up. ## Tailored versions ### For multi-country cohorts Sessions are timed for overlapping India, Gulf and South-East Asia working hours, with breakout groups mixed across countries so managers learn from different contexts. ### For one organisation across many sites Cases use your own structures, values and team challenges, and cohorts deliberately mix sites to strengthen cross-location working. ### Blended with an in-person launch Where budgets allow, a one-day in-person kick-off builds relationships before the online sessions continue the journey. ## How we measure impact Measurement follows the Evaluate stage of the ADDIE model. Participants complete an AssessAll pre-assessment, such as the Manager Effectiveness Diagnostic (Advanced) or Leading Hybrid & Distributed Teams, before session one and a matching post-assessment at day 90. Reporting managers hold check-ins using a short guide, and we track attendance and assignment completion. A 30-60-90 day follow-up then reviews which habits have stuck and where extra coaching would help. AA Pair this program with [AssessAll](https://assessall.com), Bodhih’s AI assessment platform, for pre- and post-program skill measurement. ## Frequently asked questions ### Is online leadership training as effective as classroom training? It can be, when it is live and practice-heavy. Bodhih's online [leadership training](https://bodhih.com/leadership-skills-training-in-india/) keeps cameras on, uses breakout rooms for role-plays and coaching drills, and spaces sessions so managers apply each skill at work before the next one. Practice, feedback and follow-up matter far more than the room. ### Is this a self-paced video course? No. Every session is live, with a Bodhih facilitator and a cohort of managers. Short pre-reads and templates support each session, but the learning happens through discussion, breakout practice and real-work assignments. If you also want self-paced content, we can suggest a blended design that adds short [e-learning](https://bodhih.com/e-learning-content-development/) modules. ### How long are the online leadership sessions? Our recommended design is four live sessions of three hours each, spread over six to eight weeks, with peer circles in between. Some organisations prefer six shorter sessions of 90 minutes to two hours. We agree length and spacing with you based on your managers' schedules and time zones. ### Can managers from different countries join the same cohort? Yes. We regularly design cohorts that span India, the Gulf and South-East Asia, timing sessions for overlapping working hours. Mixed breakout groups help managers see how leadership challenges differ by location, and which approaches work everywhere. Facilitators keep the pace and language accessible for every participant. ### How do you keep participants engaged online? We keep input segments short, use breakout rooms for most practice, ask for cameras on and give every participant a speaking role in each session. Real-work assignments and peer circles between sessions keep managers accountable to each other, and reporting managers check in on progress. ### What group size works for online leadership training? We recommend 12 to 24 managers per cohort. That is large enough for varied breakout groups and small enough for every person to practise and receive feedback in each session. Larger groups can run as parallel cohorts with the same design, timings and measurement. ### Can online leadership training be customised for our company? Yes. We follow the ADDIE model, so the design starts with a needs analysis of your managers, structures and priorities. Cases, assignments and examples are built from your context, and the AssessAll pre-assessment helps us choose where each cohort should spend the most practice time. ### How is online leadership training measured? Participants take AssessAll pre- and post-assessments, their reporting managers hold check-ins at 30, 60 and 90 days, and we track attendance and assignment completion. This follows the Evaluate stage of the ADDIE model, which Bodhih has used in its program design since 2008.