Page 0015


Winning buy-in: How to get elearning into your work life

So you are planning an e-learning project but

you're not sure how to confirm that people

complete their training. Is this problem

unique to e-learning? Well, yes and no. With

face-to-face training, your learners must

attend the course, they have to sit with a tutor

and presumably other students. Once a

learner attends a course, the option of not

participating is largely removed, so how do

we achieve the same result with a selfdirected course delivered via e-learning?

For the learners there are key tips on time

management and prioritisation, but that is a

whole different article, so for this one, I have

focused on what you can do to make sure

your learners are inclined to properly

prioritise your training course. For this article I

am concentrating on compliance courses,

which includes subjects such as food safety,

health and safety, fire safety, the GDPR, DSE,

etc. These are the type of courses most

people are required to complete, rather than

want to complete.


The most important aspect of e-learning buyin is your company's culture. Learning is a

critical part of any role.

The way we work changes, the tools we use

change, our customers change as does the

business landscape, and this change needs

to be embraced at an organisational level

and be accepted as normal. So ask yourself,

'Is learning part of my organisation?', 'Is it

'the way we do things?''. If it is, then well

done. You are already a good way towards

successfully landing your new e-learning

project, and you must be working in a

progressive organisation or team. If not, then

don't despair, things may be a little more

difficult, but recognising this is a key part of


Successful culture change starts at the top

and is carefully planned to deliver across the

organisation. For culture change to work you

need to be aware of how things work at the

moment and how that does, or does not,

deliver the benefits you need. You need to

properly assess the impact of the change

and the risks associated with it. The ADKAR

model is of particular use, and with this you


•build Awareness of the need for change

•build Desire to support the change

•deliver Knowledge of how to change

•give people the Ability to implement the

new skills and behaviours

•Reinforce to ensure the skills or

behaviours are sustained

Ashley Reddy

IT Director



  1. Page 0001
  2. Page 0002
  3. Page 0003
  4. Page 0004
  5. Page 0005
  6. Page 0006
  7. Page 0007
  8. Page 0008
  9. Page 0009
  10. Page 0010
  11. Page 0011
  12. Page 0012
  13. Page 0013
  14. Page 0014
  15. Page 0015
  16. Page 0016
  17. Page 0017
  18. Page 0018
  19. Page 0019
  20. Page 0020
  21. Page 0021
  22. Page 0022

Related Issues