Creating a strategy for change before and during an lms implementation
Sponsored Links
This presentation is the property of its rightful owner.
1 / 18

Creating a Strategy for Change Before and During an LMS Implementation PowerPoint PPT Presentation

  • Uploaded on
  • Presentation posted in: General

Creating a Strategy for Change Before and During an LMS Implementation. By Sandra A. Sallum & Sheila Grangeiro. Session Goals. Know where you are going Develop strategies to lower resistance to change Identify stakeholders and their role in the change process.

Download Presentation

Creating a Strategy for Change Before and During an LMS Implementation

An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.

- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -

Presentation Transcript

Creating a Strategy for Change Before and During an LMS Implementation


Sandra A. Sallum &Sheila Grangeiro

Session Goals

  • Know where you are going

  • Develop strategies to lower resistance to change

  • Identify stakeholders and their role in the change process

  • Approximately 12,000 full-time faculty and staff

  • 15,600 Graduate and undergraduate students

  • Three main campuses and several satellite operations throughout the South Florida area

Change as a consistent companion

  • Change will be part of any process

  • Prepare for it

  • See change as an opportunity

    • Communication is your best tool

    • Identify audiences early

    • Have an education as well as a communication plan for different audiences

    • Keep audiences informed and active in the process

    • Look for opportunities to educate others on best practices

Creating a Change Management Plan

  • Know where you are going

    • Without a vision, there’s no change management

  • Be clear on your ultimate goal

    • Break down your vision and strategy into phases

      • Have a change management plan for each phase by audience

      • Always communicate why change is necessary (Whenever possible, use research to support change)

    • Stress opportunity and rewards

      • WIIFM

    • Settle any fears about job security

    • Listen and incorporate feedback

Working Together to Effect Organizational Change

  • “Partners-in-Change”

  • Make your stakeholders part of your team

  • The “leadership team”

    • Lead the process, always be the one in front

    • Start the process/set direction/provide resources

  • Communicate the vision and keep the process moving forward!!!!

How Did We Do It?

  • 2004: Request for department to take over a system for training record keeping and online access 24/7

    • Opportunity to change Professional Development at UM by:

      • Implementing a long-range learning strategy

      • Using researched best practices to change the way training was designed and delivered

      • Decentralizing training and allowing for Designers and Trainers to own their own pieces

Vision & Goal

  • Use research-based best practices to develop learning-centric professional development experiences that can be measured and transferred to the job

  • Tie professional development with performance evaluations that would be supported by a system of rewards and recognitions that recognized those working on their own professional development and skill gaps

  • Allow for the learner and their manager to have control of their learning

Long Term Goal for the System

  • Provide enterprise-wide learner centric environment

  • Assist and track compliance training, career enhancement, development plans and competency development

  • Report on competency and skill gaps to promote Succession planning

  • Provide knowledge and collaboration center 365/24/7

  • Track coaching component (follow-up and ILT) and evaluation of learning

  • Individualize learning to user groups

Change Management Strategy

  • Identify a champion for change

  • Re-align existing resources

  • Increase course offerings and traffic through the system

  • Set standards and model innovative behavior

  • Get lateral buy-in as well as buy-in from leadership

  • Partner with designers and SMEs

Create Excitement and Show Proof

  • Keep the champion informed

  • Communicate increasing traffic and online offerings available

  • Collect data on system usage, participants’ feedback and managers’ comments

  • Brand the system early

  • Promote standards and best practices

First Steps

  • Establish an infrastructure for the learning strategy

    • Ensure you have a change management plan

  • Identify stakeholders and get them involved early

    • Educate practitioners on best practices for learning and professional development

      • Professional Development Council

  • Implement blended learning and expose organization to online learning

    • 2004 – 0 WBL

    • 2007 – 306 WBL

Work with Stakeholders

  • Work at their level, but set the pace

    • Create standards; raise the bar and expectations

    • Provide guidelines and training on:

      • Adult learning principles and tools

      • New technologies and Instructional Design

      • Moving stakeholders from lecture based presentations to training

      • Ensuring that training offered by stakeholders is based on adult learning principles

      • Using WBL to impart knowledge and focus ILT time to practice skills and appropriate behavior

    • Lead the way

Important Actions

  • Align available resources

  • Use available tools

  • In the beginning, go for quantity

  • Use what platform you have and show why you need something better

    • Collect user feedback and data

    • Show benefits to organization and to the bottom line

  • Use data to create list of system and business requirements

Example of Data: Course Completions

When Selecting an LMS

  • Select a system based on the business requirements validated by stakeholders

  • System should:

    • promote your learning strategy

    • have room for growth (functionality)

    • be scalable

  • Never make a decision based on content

    • You can always buy it from somewhere else

  • Make sure the company is viable and can be a good business partner

    • You will be in it together for the long haul

  • Selection of an LMS

    • Have stakeholders preview final two systems

    • Partner with vendor to showcase functionality that will be important to stakeholders

      • Collect feedback for stakeholders to make final decision

      • Ensure that you can live with either option

      • Report back on overall consensus

    • Use stakeholders as ambassadors for change


    • It is not about a system, it is about the vision and learning strategy

    • Secure top-down commitment

    • Create change “vision/values”

    • Plan for long term success!

    • Organize self-directed work teams

    • Develop your change allies

    • Be patient!

      • Take the time to identify and celebrate little victories

  • Login