Implementing an online learning solution within an organisation can sometimes be a challenging project. You only get one chance, so make it count! In this article I’ll reveal some useful techniques to ensure that your launch is as successful as possible.

Too much content

I have spoken before about the amount of content required on an LMS before it is launched within an organisation. Opinion waivers on this. (Read more about that here).

One of the critical mistakes many organisations make when launching a new eLearning program is trying to appeal to all of their audience immediately.

Obviously, we want the solution to be beneficial to everyone. But by trying to deliver content that is relevant to our entire audience, we run the risk of delivering content relevant to nobody.

You do not need to build up a huge library of content before the LMS is launched (read more about that here). Doing so will delay the launch, which can lead to management to getting itchy feet and worrying about where all their money is going.

A phased approach to building your content library is a much more strategic way of launching a learning solution into an organisation. Introducing focused content that addresses a few key problems, aimed at a specific target audience, will be simple to promote and easy to measure.

Your launch campaign will be more focused and you’ll be able to measure the effectiveness of the training.

This target audience will not include every learner who will eventually have access to the platform – and that is fine.

This is only the first phase of the strategy, and it will ensure longer term success.

It’s all about taking baby steps. It is much more effective to make progress with a smaller audience and use this success as ammunition to demonstrate the platform has been successful.

Changing perception

I have repeatedly come up against negative opinion when the word eLearning is mentioned. In fact, at a meeting with a client last week, we discussed the idea of dropping the word eLearning from our upcoming project completely.

It just has such negative connotations!

For most people, when they hear the word eLearning they think of a 40-minute compliance course, where they must click the next button and listen to a voice-over which is simply repeating the text that they see on the screen. Which is situated directly to some irrelevant clipart.

And who can blame them? We have been subjected to this type of online learning for the past 10 years, and before that on CD-ROM.

It is our job as learning professionals to change people’s perception of what online content can be. Our audience aren’t idiots; they use YouTube, Lynda and Udemy and know what they like.

My tip here is that when you are delivering an online learning solution, think carefully about how you position your solution.

What are you going to call it? The terminology is extremely important:

• Online training portal
• Knowledge hub
• eLearning tool
• Resource centre
• Training cloud
• Multimedia database

There is no right answer, but the terminology you decide to go with is going to instantly create a perception that will be difficult to shift until your audience interact with the content (and let’s hope the name doesn’t put them off before they get that far!)

Education

We are implementing an eLearning program into an organisation, so obviously, we are talking about education there. But this section is focusing on a slightly different type of education.

One area often overlooked is educating people within the business in how they can leverage a powerful tool like an LMS to benefit themselves and their teams.

You understand how to build an eLearning course, upload it to the system and deliver content to a specific audience. You also know how to create reports providing meaningful information based on data provided by that content.

But do your colleagues and peers know?

Are they aware that they can purchase off-the-shelf content, upload them to the LMS and deliver them directly to their employees and team members?

Are they aware they can record their webinars and deliver them to staff or customers who were absent?

Are they aware they can see how their staff are doing when it comes to training?

Possibly not. And it’s your job to educate them.

Something that I have seen successfully implemented with one of my recent clients was to invite a small group of managers to 20-minute sessions and explain how powerful an LMS can be.

You can present off-the-shelf solutions via websites such as Coursera and explain that the courses can be purchased and uploaded to the LMS for delivery to their audience.

You can run through what would be involved to build a custom eLearning course, and build a relationship where they feel comfortable asking you whether you could create training on area that is important to them.

Not only will this kind of education help other key stakeholders within the business to understand what can be achieved via online learning, it will also those individuals to take ownership of the learning and development for their teams.

Rather than the burden of responsibility falling onto your shoulders, you will be able to delegate some of this responsibility to other people within the business, and your job will be made infinitely easier because you have other people within the business promoting the platform.

Conclusion

Implementing eLearning within an organisation is a relatively straightforward process.

However, coming up with a robust strategy which guarantees the success of the platform is another thing completely.

By thinking ahead and taking some advice from those who have been there and made these mistakes, you can ensure your solution is a sure-fire success.

If you enjoyed this article, don’t miss out on 5 Common Mistakes to Avoid When Starting an eLearning Project.