“Learning occurs when an organization achieves what it intended.“
— Chris Argyris
Learning Technology Implementation.
“It is about ensuring the technology is well implemented and used effectively for the greatest benefit of the organization.”
- Donald H. Taylor
Models of change.
When implementing new learning technologies, examining a variety of change models helps to identify the unique and complex factors associated with e-Learning implementation.
“All models are wrong, but some are useful.” - George Box
Source: https://warren2lynch.medium.com/a-comprehensive-guide-to-kotters-8-step-model-of-change-43d4eb86f1ea
Kotter’s 8-step model.
Considered the benchmark organizational change model, Kotter’s model was envisioned as a strict chronological and concurrent process. The intentionality of the linear change model mandates total organizational facilitation from top to bottom.
#Basic8 #FatherOfChange #DontSkipAStep
Source; https://www.researchgate.net/figure/Lewins-three-step-model-of-organizational-change_fig5_323695129
Lewin’s model.
This model of change is popular as it embraces an easy-to-understand metaphor. The challenge with Lewin’s model is the abrupt unfreezing process which neglects a compelling argument to visualize and motivate change. This change model also lacks articulation and affirmation from the coalition involved.
#IsAnyoneElseCold #Basic
Source: https://www.colleaga.org/tools/plan-do-check-act-pdca-implementing-new-ideas-controlled-way
Shewhart/Deming PDCA cycle.
The Plan-Do-Check-Act (PDCA) model is more of a guide for process improvement. The roots of PDCA come from a leadership cycle that can be attributed to quality control in manufacturing. Lauded for applicability, circuitous mapping, PDCA was created as a direct answer to a specific product improvement.
#1950 #QualityControl
Melanie Franklin’s implementation model.
Franklin focuses on the detail at the beginning and end of the change or implementation process. “Plan your work and work your plan.” She emphasizes the WIIFM (what’s-in-it-for-me) mantra promoting the intention behind building a healthy coalition before moving to the next step.
#BePrepared #BeTheChange
Taylor’s 6-step Implementation Process.
It all begins with understanding not to start too fast and not to finish too soon. Taylor’s unique implementation process utilizes the agile approach as new learning technology implementation cycles through the planning, design, and testing process several times before the maintenance phase can occur.
Taylor’s 6-steps:
Understand
Plan
Test
Implement
Assess (go back and test again)
Sustain
#TaylorsProcess #Agile #KeepTesting
Source: https://www.digite.com/blog/waterfall-to-agile-with-kanban/
APPA: Four characteristics of success.
In addition to adopting a model of change for learning technology implementation, adopting these four characteristics will increase your organization’s success.
Aim.
Whatever the new learning technology platform, have a practical and clear focus and purpose.
People focus.
The dichotomy of learning technology is that the greater the technology and the more complex the system, comes the greater need for people to participate, understand and execute.
Perspective.
Successful technology implementation is driven by the mindset that the immediacy of the implementation goes beyond today. It is paramount to look to the future.
Attitude.
Leaders implementing change and new L&D programs understand pragmatism and listen to everyone involved.