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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.

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creating a strategy for change before and during an lms implementation

Creating a Strategy for Change Before and During an LMS Implementation

By

Sandra A. Sallum &Sheila Grangeiro

session goals
Session Goals
  • Know where you are going
  • Develop strategies to lower resistance to change
  • Identify stakeholders and their role in the change process
slide3
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 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
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
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
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
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
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
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
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
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 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
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
when selecting an lms
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
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
remember
Remember!
  • 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
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