9 Steps to Incorporate eLearning into Your Change Management Plan

Incorporating eLearning into Your Change Management Plan

Here’s a step-by-step run-down of how you can integrate eLearning into a change management plan.

Step 1: Define the Changes

First and foremost, you will need to define the changes that are taking place. Organizations typically partake in 4 types of change management, namely:

• Strategic change management
• Structural change management
• Cultural change management
• Technological change management

In some cases, more than one area might be undergoing changes. How you plan out your eLearning training programs for these changes will vary, since different training strategies will fit each change area’s specific training needs.

Step 2: Define the Desired Outcomes

Next, you will explicitly define the desired outcomes of the change that your organization is undertaking.

Clearly outline specific behaviors, competencies, credentials, certifications, and metrics (e.g., percentage increases) that you would want to see at the end of the transition.

Defining outcomes is a critical component of any good change management plan as it sets a clear target that can be worked towards. Additionally, stating outcomes help guide the direction of training programs.

Step 3: Conduct a Training Needs Analysis

Once you have a concrete change management plan and have defined the outcomes, it is time to assess employees to identify learning gaps. At this stage, you will assess your employees with the help of a training needs analysis, comparing their current performance and skill-set to what they will be needing once the change has taken place and settled.

A training needs analysis is crucial for identifying gaps so that your eLearning intervention is precise and impactful.

It would also be a good idea to assess employees’ psychological readiness for a change. This will give you valuable insight into where they stand with regard to the change and whether they will need additional support to make the transition smoother.

Step 4: Clearly Define Gaps

After you have conducted the training needs analysis, you will need to clearly define the gaps you found. Defining gaps will help guide the design and development of the training intervention. Additionally, it will also showcase the journey your learners need to take from start to finish to achieve the desired outcomes that you delineated in step 2.

Step 5: Create an Outline for the Training Program

Now that you have a thorough and precise record of the change, desired outcomes, and performance and skills gaps, you can start developing the eLearning intervention.

This step will involve a lot of sub-steps and effective collaboration between internal and external actors.

Some key tasks for developing an effective eLearning intervention for your change management plan include:

• Defining learning objectives
• Mapping the curriculum
• Collaborating with SMEs to develop the base learning content – scripts, readings, and other learning resources
• Developing activities for the training program
• Outlining the assessment methods and developing relevant assessments

Step 6: Develop the Training Program

Once you have an outline for your training program, you can start developing it. Use learning theories and adult learning principles to make the learning experience engaging, intrinsically motivating, and highly impactful.

You will need a team of instructional designers and eLearning developers to bring the best out of your training content within reasonable timelines.

Naturally, involving your L&D department at each step will be crucial. If you don’t have the right tools and expertise internally, you can also collaborate with external eLearning vendors and training solutions providers to bring your training programs to life.

Step 7: Roll Out the Program

Finally, after developing the training program and ensuring it is functioning as expected, you can roll it out. eLearning programs are incredibly versatile and accessible, supporting multiple delivery options such as:

• Hosting on an LMS
• Giving learners offline access
• Distributing the program via links that can be accessed on a browser

You can deploy your program using multiple delivery options if required. However, an LMS is the most preferred way as it streamlines the process on both ends. You can automate scheduling, configure access based on prerequisites, and get automatic insights about the program.

Step 8: Monitor Relevant Metrics

It is essential to monitor your training program once it has been rolled out. As mentioned, an LMS is the most convenient way to do so, as it can track criteria like total number of enrolled learners, completion rates, passing rates, average time taken, when learners typically access the program etc.

These metrics will tell you how your eLearning intervention is faring and how well it is supporting your change management plan.

Step 9: Adapt/Respond to Challenges

One of the main benefits of monitoring metrics will be insight into any potential challenges your training program or change management plan are facing. Additionally, it will be a good idea to assign a cross-functional team to supervise the intervention.

With the relevant data and the right team, you can proactively adapt or respond to challenges to re-align your intervention with the desired outcomes of your change management plan.

How eLearning Supports a Change Management Plan

Now that you know all the steps for incorporating eLearning into your change management plan, let us investigate how eLearning supports a change management plan.

Clear communication

With eLearning, you supplement verbal or written notices about the change with relevant training. This gives learners a very clear picture of where the transition is headed and what their role in the transition will include. This allows them to effectively rise to the challenge and meet the demands of the change management plan. On the flipside, if the change management plan’s outcomes are not clear enough and employees have to navigate the change themselves, they can get overwhelmed.

Accountability

eLearning also increases employees’ accountability through the change process. When they have the right knowledge and skills, they can perform accordingly. Employees that feel equipped will take ownership of their role in the change and fulfil it. Additionally, employees will be more likely to approach supervisors with problems when they have a reference of their expected performance in the form of training programs.

Leverages technology

eLearning also allows you to leverage technology to support your change management plan. Technology is a valuable resource in transition due to its convenience and innovation. eLearning lowers training costs, frees up your personnel for other tasks, and can open up unique practice opportunities such as simulations, scenarios, and gamified learning.

Conclusion

Organizations can greatly benefit from utilizing eLearning to support their change management plan. eLearning ensures learners are prepared for the transition, builds proficiency and competence, and lets you assign key persons in other functions by leveraging technology to keep track of learning.

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Frequently Asked Questions (FAQs)

What is a change management plan?

A change management plan outlines the strategy and procedure for defining and implementing organizational change. These changes can be internal or external.

What is included in a change management plan?

A change management plan includes the overall strategy and procedure for a change, as well as outlines the people involved, whether internal or external.

How can eLearning support a change management plan?

eLearning ensures learners are prepared for the transition, builds proficiency and competence, and lets you assign key persons in other functions by leveraging technology to keep track of learning.