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Casual Articles - The Enemy Within - Is Your Organisation Sabotaging Your E-Learning Initiatives?
Your company enjoys prominence in your type of industry, in fact, you could in the top 1,000 corporations in the U.S., as we speak, so why outsource?Microsoft, Intel, Cisco, IBM, Google, Amazon, GE, Reuters, and other giant companies tried it and found out, it did not only work, it made a difference!Outsourcing services to foreign shores have proven benefits, as well as detriments. It is imperative therefore that you submit to the strictest scrutiny, credent
The Trainers Themselves
Well, not all trainers, to be fair — but it is now a proven fact that trainers of the old school of thought felt threatened by new media. Like so many before them, they thought their job function would be usurped by computers. Because of this, they thwarted the implementation of e-learning systems in many ways.
Sometimes it took the form of outright rejection, but most of the time it was a sort of silent resistance. Either way, the ultimate intention was the same — to be able to tell the management: “Hey! This new stu
This is a question we get a lot. It seems rather easy to do it yourself if you have access to a word processing program and printer and feel comfortable writing your job history.I always wrote my own resumes over the years, for 10 successful job changes up the career ladder, as well as in 4 different states. Inherently I knew a few things about resumes – number one being to write each resume to fit the specific job and employer. I rarely wrote what I call a “gene
It’s unfortunate, but true. Across many organisations, e-learning initiatives are being dogged by high mortality rates — and one doesn’t have to look very far to find the underlying reasons. The truth is closer to home than one might think, and that’s why it has so many managers and trainers squirming in discomfiture. Yes, the enemy is within… and most of them know it.
Strange as it may sound, the failure of many e-learning initiatives is traceable to ‘internal’ factors. If you want to set things right, here are some of the culprits you should watch out for:
The Learners Themselves
In most cases, it isn’t the learning that encounters resistance, it’s that little ‘e’ before it. Many organisations implement e-learning programmes without gaining insights into the learners’ comfort levels with computers and the Internet. The situation is aggravated by the fact that the learners feel that too much pressure is being put on them — “they want us to work, and they want us to undergo training, and now they want us to learn to use computers too!”
The only way to overcome this resistance, is to get a buy-in from the learners by offering the assurance that the organisation will take the responsibility of turning them into computer whizzes, thereby adding a valuable skill-set to their job profiles. Everyone knows the advantages offered by computer skills and nobody minds learning them — particularly when they know it’s for free.
A good example of this lies in an e-learning project handled by i-Strat for a global pharmaceutical major. To get its field force to use the new web-based learning and reporting system, the company put each employee through a crash course on Internet usage, conducted by a leader in the IT training space. Thereafter, every employee was given a cyber caf? membership with a daily quota of one hour. The actual reporting/learning took barely 15-20 minutes on a daily basis. The employees could use the rest of the time for checking their personal email, chatting, browsing, etc. At the end of a 12-month period, employees were polled on whether they would prefer to return to the old (manual) system. Not unexpectedly, they voted overwhelmingly in favour of the online system.
The Trainers Themselves
Well, not all trainers, to be fair — but it is now a proven fact that trainers of the old school of thought felt threatened by new media. Like so many before them, they thought their job function would be usurped by computers. Because of this, they thwarted the implementation of e-learning systems in many ways.
Sometimes it took the form of outright rejection, but most of the time it was a sort of silent resistance. Either way, the ultimate intention was the same — to be able to tell the management: “Hey! This new stuf
Positive radical movement is the holy grail of nearly every decision maker. Every CEO wants to radically shift his profit and loss statement into the black, every inventor yearns to find the next killer gadget and every screenwriter wants to make the next significant leap in film.Radical creativity (also known as transformational and disruptive) is the root of radical movement. The polar opposite of radical creativity is incremental creativity. A pervasive percepti
The Learners Themselves
In most cases, it isn’t the learning that encounters resistance, it’s that little ‘e’ before it. Many organisations implement e-learning programmes without gaining insights into the learners’ comfort levels with computers and the Internet. The situation is aggravated by the fact that the learners feel that too much pressure is being put on them — “they want us to work, and they want us to undergo training, and now they want us to learn to use computers too!”
The only way to overcome this resistance, is to get a buy-in from the learners by offering the assurance that the organisation will take the responsibility of turning them into computer whizzes, thereby adding a valuable skill-set to their job profiles. Everyone knows the advantages offered by computer skills and nobody minds learning them — particularly when they know it’s for free.
A good example of this lies in an e-learning project handled by i-Strat for a global pharmaceutical major. To get its field force to use the new web-based learning and reporting system, the company put each employee through a crash course on Internet usage, conducted by a leader in the IT training space. Thereafter, every employee was given a cyber caf? membership with a daily quota of one hour. The actual reporting/learning took barely 15-20 minutes on a daily basis. The employees could use the rest of the time for checking their personal email, chatting, browsing, etc. At the end of a 12-month period, employees were polled on whether they would prefer to return to the old (manual) system. Not unexpectedly, they voted overwhelmingly in favour of the online system.
The Trainers Themselves
Well, not all trainers, to be fair — but it is now a proven fact that trainers of the old school of thought felt threatened by new media. Like so many before them, they thought their job function would be usurped by computers. Because of this, they thwarted the implementation of e-learning systems in many ways.
Sometimes it took the form of outright rejection, but most of the time it was a sort of silent resistance. Either way, the ultimate intention was the same — to be able to tell the management: “Hey! This new stu
We all have our schedules to keep and we are all committed in making our lives as productive as possible. And because of this need we have invented all kinds of planners and memo notebooks.No need to tell, but almost all of us need a planner. The human race has invented at least every kind of name for a planner. There’s a daily planner, a weekly planner, a monthly planner, a yearly planner, holiday planners, electronic planners, game night planners and so goes on t
A good example of this lies in an e-learning project handled by i-Strat for a global pharmaceutical major. To get its field force to use the new web-based learning and reporting system, the company put each employee through a crash course on Internet usage, conducted by a leader in the IT training space. Thereafter, every employee was given a cyber caf? membership with a daily quota of one hour. The actual reporting/learning took barely 15-20 minutes on a daily basis. The employees could use the rest of the time for checking their personal email, chatting, browsing, etc. At the end of a 12-month period, employees were polled on whether they would prefer to return to the old (manual) system. Not unexpectedly, they voted overwhelmingly in favour of the online system.
The Trainers Themselves
Well, not all trainers, to be fair — but it is now a proven fact that trainers of the old school of thought felt threatened by new media. Like so many before them, they thought their job function would be usurped by computers. Because of this, they thwarted the implementation of e-learning systems in many ways.
Sometimes it took the form of outright rejection, but most of the time it was a sort of silent resistance. Either way, the ultimate intention was the same — to be able to tell the management: “Hey! This new stu
Do you know where your career is going? As staying with the same company for life becomes rarer, more and more people aren’t sure. If you’re one of them, then maybe it’s time to take time out, sit back, and have a think.It’s all too common to find that you’ve got into your job through a series of coincidences, each one taking you a little further away from where you were aiming to go when you started. There is simply a huge gap between the jobs that people get and
The Trainers Themselves
Well, not all trainers, to be fair — but it is now a proven fact that trainers of the old school of thought felt threatened by new media. Like so many before them, they thought their job function would be usurped by computers. Because of this, they thwarted the implementation of e-learning systems in many ways.
Sometimes it took the form of outright rejection, but most of the time it was a sort of silent resistance. Either way, the ultimate intention was the same — to be able to tell the management: “Hey! This new stu
In this final installment of medical billing of electronic claims, using NSF 3.01 specifications, we're going to cover the last fields of the FB0 record. Before we do that though, there is something that should be pointed out not only about the FB0 record but about all line item detail records, which include FA0, FB0, FB1 and FB2 records.Many people in the industry feel that the amount of information transmitted in regard to line item detail is overkill. The majo
The Trainers Themselves
Well, not all trainers, to be fair — but it is now a proven fact that trainers of the old school of thought felt threatened by new media. Like so many before them, they thought their job function would be usurped by computers. Because of this, they thwarted the implementation of e-learning systems in many ways.
Sometimes it took the form of outright rejection, but most of the time it was a sort of silent resistance. Either way, the ultimate intention was the same — to be able to tell the management: “Hey! This new stuff isn’t working, you know. Let’s go back to the good old way of doing things.” It’s a fairly common story, but one really can’t blame the trainers. The problem is actually attributable to a systemic failure. Once again, it’s about not getting a buy-in from the designated implementers of the e-learning system. The right way to go about this would be to initiate a ‘Train The Trainer’ programme that seeks to re-skill the trainers, thereby empowering them to drive the new computer/web-based training programmes with greater effectiveness.
So if your e-learning initiatives are running into rough weather, it’s perhaps a good idea to look inwards to uncover the underlying causes. And if you do happen to spot the enemy within, a few simple corrective measures are all that it takes to transform the erstwhile foe in a powerful ally.
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