147 pages pdf - ICT Digital Literacy

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Strategic Planning vs. Leading Willy Nilly Chapter 2: Strategic Planning vs. Leading Willy Nilly You’ve heard it before and you will hear it again (and again) in this chapter: you need to actively involve your stakeholders, get buy-in at all levels, know your organization’s culture and needs, and have a realistic business plan and strategy. #36: From Small to Big - One Success At A Time Create a small success and then, with each iteration, expand your expertise and audience until you've developed an inter/intra enterprise system driven by the learner's needs. Christie Mason Managers Forum #37: New Frontiers? Prototype It If you have a wonderful new idea that can revolutionize your training, prototype it first, then ask for budget to develop it further. Your chances of receiving budget dollars for something executives can see is much greater than for something they have to imagine. Eli Munzer Verizon #38: Buy-in From All Ensure "buy-in" from management and staff who will be utilizing e-Learning. Make certain that they approve of the format/content/delivery method and feel that it is beneficial for the organization. Without buyin, the best e-Learning system in the world will sit underutilized and ineffective. Robert Barrett Dillards #39: E-Learning In A Box E-Learning is as much a culture change as it is a tool change. Most organizations are blindsided by the degree to which organizations need to understand how this modality will compliment or replace their existing approach. Learners are often the last to understand the reason for these changes. Extensive Marketing and Communications programs and campaigns need to be developed. An analysis of the existing learning culture or profile needs to be done, then a plan needs to be created mapping that profile to the new strategy. All the appropriate stakeholders need to be identified and served. A stakeholder is NOT only those taking the training, BUT also those affected by the training. Bob Mosher Microsoft #40: Getting Management On Board You MUST have management buy in and support throughout the entire training process. If you can get the upper management on board to "push" your training program, your attendance and success rate is much higher. Trying to manage training from the training department doesn't (always) work. Donald Humphreys Bank One #41: Maintenance, Anyone? Ensure you have a plan for updates or maintenance of the software. Scott Sutker Wachovia Corporation 701 e-Learning Tips by The MASIE Center www.masie.com 10
Strategic Planning vs. Leading Willy Nilly #42: Top 10 Best Practices for "Change" In A Learning Organization 1. Find senior support 2. Hitchhike: Leverage new or existing leadership initiatives 3. Follow the money: Seek/understand funding and why projects are being funded 4. Seek "pull" not "push": Understand incentives and demand, and sell towards them 5. Leverage Account Manager model: Aligns business unit processes with learning center 6. "Grade" each other: Provides joint visibility to senior executives 7. First local, then global: Establishes tangible value propositions for stakeholders "day job" 8. Use the Middle: Real change occurs through the people that do the work 9. Hide the Bits/Bytes: Sell business value, not technology (it's a facilitator) 10. "High touch": Leverage relationships, meetings.."beyond the memo" Saba Customer Advisory Board Saba #43: Get There One of my mentors once shared a valuable lesson when trying to design and implement an electronic system/solution into a busy work life full of inspired (and self-confident) professionals: - Build it and they will come - Build it right and they may use it correctly - Let them build it and they will already be there Anonymous #44: Leading The Way Actively engage company leadership in e-Learning vision and strategy. Bob Dean Grant Thornton #45: Turn Dreams Into Reality Develop a personal vision of what practice would look like in an ideal state (with no constraints) and deliberately work towards that vision. Sondra Hack Highmark, Inc. #46: Managers: Respect Employee Training Time Respect the time that employees have scheduled to complete the Web-based training. Do not disturb them while they are learning, unless it is for a critical business need. Before you interrupt an employee, ask yourself “Would I pull them out of a classroom training for this issue or concern?” Jim R. Phelan Merck & Co. #47: Link Training To Core Needs Well executed e-Learning targeted to a specific, core business need works well -- lots of success stories. General libraries of e-Learning courses work well in some environments, but are more vulnerable to expense reduction and cultural impacts. Link e-Learning to a core business need -- I can't emphasize this enough. Sally Heinz St. Paul Travelers #48: Meet Me In The Middle Don't work "Top Down" or "Bottom Up" -- let them twist together in "The Middle." Jan Cromwijk Universiteit Twente 701 e-Learning Tips by The MASIE Center www.masie.com 11
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Still Learning After All These Year
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The Name Of The Game: Integrating &
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Pedagogy & Webagogy -- Ready, Set
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Hey, Who Moved My Administration &
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Measure for Measure: Doing The “R
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