Learning management systems have matured. Learning implementation is now a standardized process, and every LMS vendor and consultant can recite the steps from memory. But if the process is so standardized and successful, why doesn’t every implementation make organizations more successful?
The reason is that a learning management system will not create a learning organization any more than a brush will create a painting. Someone has to pick it up and use it. Moreover, the person using it must know what she or he wants to accomplish, why it is necessary, and how to assess the result.
Let’s discuss the four essentials for successful implementation of Learning Management System that will make your organization succeed.
Strategic Alignment
Plan a discussion with top management about your company’s purpose, the strategy to achieve it, and the culture that supports the purpose and strategy. Plan how your project strategy will support your purpose, and how learning delivery and your change management plan will support the company’s direction and culture.
This discussion may be the opportunity you have been waiting for to discuss purpose and culture. At the very least you will learn w here your project fits in your company’s strategy.
If your purpose is to introduce a cheaper, faster transaction tool and not transformative technology, this may be an opportunity to plan a “stealth” improvement. You can embed positive change in leadership training.
Get top management to commit to leading the way. Identify a respected project champion who can tap the resources to complete the project.
Be realistic. You will not transform an organization that management doesn’t want to change.
You need to have all stakeholders represented on the team, and you will need team-building activities to get the team working together. There may be hidden conflicts, and you can help people address them now instead of a critical point in the project. Even people who have worked together for many years can benefit from team-building activities.
When people work together, there will be conflict. Lay down rules for dealing with differences to help to resolve issues before they become problems.
By far, most implementations that don’t meet their objectives are change management failures. They are preventable if you plan and execute well.
Build a change management and communication plan and work the plan. The change management plan must fit the organizational culture, and you must communicate in ways people understand.
Measuring the results of the project is essential to proving business value. Training metrics are improving as companies learn how to measure the impact of training. Traditional metrics such as surveys can be helpful, but it is now possible to go beyond delivery measures to results analysis.
Once these essential components are in place, put them in the project plan. They will ease the way and make you more successful.
Further reading
Pixentia blog article about finding the best LMS
Pixentia blog article about change management
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