If you've worked on a digital transformation project, you know that they're complicated.
If you're only just embarking on a digital transformation journey then let us tell you: they're complicated! We've worked on a lot of these projects and we've seen it all. We know what works well and what can go wrong. We know what the dependencies are and what will happen if timelines shift around. We're used to working efficiently with time-poor SMEs and having to develop training material for processes that don't yet exist.
It's this experience, coupled with our expertise in workplace learning, that helps us to make a huge impact on your digital transformation project.
We know that a learning strategy needs to be able to be robust, yet dynamic. It needs to be able to flex and even pivot if things change on the project. In addition to this, the strategy needs to be based on how and when people actually learn.
On most of these projects the training isn't happening when the real learning is actually happening.
At a very high level, the timeline for training could look like this:
This isn't a good approach for a few big reasons:
There is too much focus on doing everything before go-live. It creates a rush to get everything done and everyone ends up doing a lot of 'busy' work. You don't actually need to train everyone in everything before go-live. In fact, people will forget most of what they learn in training because it was delivered before go-live.
Too many deliverables are being created. Ask yourself this question: How many of these deliverables will be used four weeks after go-live? Most of them won't be. You can save a lot of time and money by shifting the focus away from deliverables and towards the actual outcome you're looking for.
You're building the training while the system is being built. This is going to result in double handling when you have to go back and update them. Even worse, it could result in inaccurate training material.
The timeline should look more like this:
By putting more emphasis on support and training post go-live, you're actually taking advantage of the time when the real learning happens.
That's right. The real learning happens after go-live.
Think about it. It's when people are actually using the system. It's when they're doing they're jobs. It's not in a classroom with a locked down training environment or a simulation. Post go-live is when people can really benefit from training, coaching and support.
Yes, you still need to run some training before go-live. It's crucial that admins and super-users are trained properly before everything is switched on. You also need to make sure that users have a general level of competency around core functionality and critical processes.
But the average group of users do not need to become experts before they get system access. In fact, they never do. It's when they have to repeatedly use the system to do their job, when they work together with their colleagues, when they ask for support from experts.
The other great benefit of delivering training before and after go-live is that you have so many more opportunities to to validate, refine and improve your training. You're effectively beta testing your training before go-live and getting valuable feedback and data.
Then we can all base training decisions on the real requirements of the users, rather than the anticipated requirements.
It's not just about classroom training and quick reference guides!
So far we've talked a lot about training in general, but an effective strategy will take many modes of formal, informal and social learning into consideration. For example, a strategy could be made up of initiatives like these:
Or it could be a mix of something entirely different! We could even take a learning campaign approach. Every project has different needs. That's why we'll work with you to create a truly customised strategy that meets your project's unique requirements.
But a great strategy is useless if you can't execute it well.
All of these different components need specialised skills to execute. We're not going to send you a few people who come on site and do everything.
We're a team of specialists. When you work with Pure Learning you get our entire collective wisdom and experience. This means that any member of the team can leverage work on past projects and tap into the wisdom of our team.
We'll also bring in the right skills at the right time. For example, developing the learning strategy needs different skills than creating a system simulation, so why would you expect one person to do both? We can bring in talent from any part of our company: Learning advisors, instructional designers, project managers, graphic designers, animators, digital learning experts, etc.
Talk to us about driving real change on your digital transformation project.
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