Introducing e-learning: it’s a change
When you’ve first purchased your e-learning subscription you can be forgiven for thinking that was the easy bit!
If you are now taking the first steps with your e-learning you are becoming the agent of change for your organisation. And we all know that change is never easy.
This was recognised even back in the 14th century…
“…there is nothing more difficult to carry out, nor more doubtful of success, nor more dangerous to handle, than to initiate a new order of things.
For the reformer has enemies in all those who profit by the old order, and only lukewarm defenders in all those who would profit by the new order, this lukewarmness arising partly from fear of their adversaries…and partly from the incredulity of mankind, who do not truly believe in anything new until they have had actual experience of it.”
Niccolo Machiavelli, The Prince
Reactions to change
Implementing e-learning is no different to any other change project. You need a strategy and plan on how you deal with both the positive and negative reactions you will come across.� Some of the negative and positive thoughts you or your learners maybe feeling are captured above.
There have been 100′s of books and articles written on this subject we have some e-learning courses on change management that you can complete if you would like to know more about this subject.
How prepared are you?
Can you answer YES to the following?
- Did you set out with and/or do you have an Inspiring Vision? If so, do people know about it?
- Do you know the current state of affairs in your project? If so, do you have a plan to address the gaps in your project?
- Do you have a plan for your project (and are you following it)? If so, is it on time and within budget?
- Do you have a continuous set of activities taking place or planned? Is so; are any of them courageous actions?
- Do you have a process for monitoring and evaluating your project? If so, have you adjusted your plan/actions to respond to the results?
Managing people through change
So we know what type of processes are involved in change management but as someone once said peas are processed, NOT people what about the people?
Here are some very broad thoughts on how to manage the people issues during any change:
- Provide people with the background to the change
- Involve people and continually communicate and inform
- Encourage feedback and suggestions
- Dispel myths and rumours as soon as possible
- Introduce change in an incremental way
- Spell out the benefits from different perspectives and give people an incentive to change…”If you do this, this will be the positive impact for you…”
Put yourself in your learner’s shoes. Consider how you would feel if someone introduced a key change to the way YOU work and they did not cover the above activities.
Want some help?
As part of your subscription to Learning Pool we offer advice and consultancy on every aspect of your project. By involving us early on we can help you by bringing our experience from other projects.
Some of the early actions we can work on together include:
- Reviewing your business case with you to identify and communicate your Inspiring Vision, Strategy, Objectives and Actions
- Developing a 12-month project plan to help you implement e-learning
- Introducing the Learning Pool Service in a dynamic presentation to your Senior Managers and/or Members
- Demonstrating the functionality of the Learning Pool system and our DLE (Dynamic Learning Environment) to your stakeholders
- Facilitating an introduction for you with other Local Authorities who are already an active part of our community
And much more.
Introducing E-Learning is about introducing a change and there are some guidelines that you can follow to help you plan the change and get the support of the people affected by it.
Coming soon: creating an Inspiring Vision to help you motivate people to believe in your project.
If you’d like to talk to us call 0207 101 9383 or email email@example.com