In my organization, I am responsible for creating development opportunities for all staff as well as myself. When creating opportunities for staff I look at their job roles and competencies required for the role to create internal or customized experiences or choose options from vendors. I also confer with their leaders to ensure the activities will align with expectations for the role and their line of business. For example, we have two staff members whose task is to deliver skill building workshops for our customers on topics such as creating a resume, job interview tips, etc. Before COVID-19 the workshops were facilitated in person and the pandemic forced us to move to Zoom as the platform for the service. Both the employees had some knowledge of virtual facilitation but could benefit from additional training. The development opportunity we created for them was to attend training from a provider and then they had to adapt at least two traditional workshops to the virtual environment. They both enjoyed the training and learned quite a bit. They also did a splendid job converting a total of eight workshops for virtual delivery. The next development opportunity we have created for them is to train four other staff members to be virtual production assistants. This is a huge stretch goal not just for them but also for the staff members who will be doing something outside of their job role