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their behalf. Use ‘safe spaces’ where leaders are already engaged, like employee groups they sponsor, to practice joining in and contributing to digital conversations. Extend existing leader development sessions to incorporate low-stress training on the technical know-how for digital channels, rather than setting this training up as its own session. Above all, remember that moderating work will evolve as your organisation grows in its digital maturity, so you’ll want to frequently check in with those doing the work to see what’s changing and how you can best support them.
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