Although I’ve had the opportunity to implement learning management systems multiple times in my career, I can still recall the first time (twenty-odd years ago…) and the steep learning curve I had.
I guess I was lucky enough to be in the ‘wave’ of learning technology as it came in. E-learning started being talked about as the new kid on the block. I knew this kind of digital learning would be useful for my organisation. For me it was a simple problem to solve. If a certain training was required repeatedly, eg for all new starters, then it was prudent to investigate if it could be created as a digital solution. Face to face training, when you have a small team, is resource hungry, and if you’re delivering all the time, you’re not focusing on strategy. As well as routine and repeatable training needs, there were the mandatory training needs, where knowledge retention and trackability were also key.
So then a solution to create one’s own digital content, or ‘authorware’ as it is called, and a platform to house it on, a ‘learning management system’, are what’s needed.
I remember attending the Learning Technologies events in London and being completely confused by the plethora of systems that were out there, and the multitude of features they offered. After keeping my eyes open for a while and seeing what was out there, I was fortunate enough to meet a local consultant who could advise on a suitable platform. The challenge with talking directly to the vendors, was that they would all promise you the moon, a system that can miraculously do everything you say you want. The challenge was, knowing what it was you wanted, and ensuring that you didn’t ‘over-buy’ – eg buy something that had more features than you needed and weren’t likely to use.
My consultant was able to understand my explanations of what I wanted a system to be able to do, without knowing all the technical names and jargon. She then explained to me, repeatedly, the different features that were available and benefits of each. From this she was able to present to me a recommendation of a learning management system that would suit my organisation.
This was step one in a long road. I had to build a business case, secure budget, work with our internal IT team to ensure an effective implementation, re-skill my team to be able to create in-house learning content, create a communications campaign and launch to the business. Working with an external consultant meant that I had someone to guide me through the steps, where I needed it.
As an in-house Learning & Development professional, I was well-used to working with external suppliers, but these were usually freelance trainers, or companies that offered training or related services. I had no experience of buying software or answering the many questions that come from a software implementation, around API’s and single-sign on and the like. I had no experience of dealing with an external company’s technical support team, and SLA’s and a host of other things. Having an external consultant, as a kind of middle-person, meant that she would ensure I was getting the support I needed from the software company when there was an issue or a question, so I wouldn’t be fobbed off.
Of course, I learnt from this experience, and the next time, with a different employer, I was more clued up and confident, although I still remember learning from my team members that all brought their own experience to the table.
This was all quite a few years ago, and I often reflect on how uncomfortable I felt in some of those early years, being asked questions by the software providers that I didn’t understand. I always pushed for explanations that were tech-jargon free. I could explain clearly what I wanted the systems to be able to do for me as a user, and for the learners, and I would rely on the software provider to convert that into their technical specifications.
Of course, in time, with varied work assignments, particularly now as a freelancer, I’ve got to utilise many more systems and the various scenarios and challenges that can arise. I’ve worked with system specialists and vendors and learnt from them all. All this learning builds up, and now I’ve gone full circle and have been enjoying working in a consultancy role supporting others working with their learning systems.
I think what stands me in good stead, is that I can remember what it’s like to be new to the world of learning systems. I’m able to ‘translate’ the systems talk into plain, jargon-free English. Part of this is to not assume any knowledge and to explain how systems work in a simple way. I’ve been present in meetings with a learning systems provider and clients and have seen the clients befuddled when they don’t understand the questions from choices presented to them.
Our learning management systems can do so much these days, there are so many features available and interconnectivity with other systems, such as HR systems or CRM’s if you’re offering external training. Being able to explain all these things, what’s possible and where there are limitations, is a skill that is often missed out by the vendors, as they are used to their own technical short-hand.
All the latest technology in a system is no good if it’s not the right tool for the organisation, or if the team responsible for it don’t know how to use it in the right way. There are key principles to be adhered to. I have learnt these, step by step, and taken the team with me.
Twenty years ago, with my first LMS implementation, I thought ‘I’m not really a systems person, this is just something I have to do’, but now after so many years working with learning management systems, I am. For me though, it’s always about the human element. The user experience for learners, coupled with ease of administration and reporting for the learning & development team, these are the end-goal and what’s important. The technical background and features are the means to that end. I’ve developed my own set of key principles for a learning system implementation that I am passionate about, and I am enjoying sharing these with my clients.
Check out this case-study of an LMS implementation for external (customer) training
Interested in how an LMS can help your organisation? Contact us today at rachel@talentstorm.co.uk to explore tailored solutions for your organization’s learning needs.
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