Forum Discussion
When Adoption Goes Wrong
Asif,If nothing else your response drew people’s attention in showing the bad side of expecting training to be the Adoption answer, it obviously is not.
However, it MUST be part of the answer as the expectation that your 'mass' of end users will suddenly understand everything that is being delivered is probably not realistic. And also, how do you manage new applications as MS release them.
My response is that your view is correct but your statement is wrong.
Training is crucial, but like everything else in the adoption space it has to be done right with all training plans being based on a training needs analysis exercise. This then means that the training provided is as a request by the business and motivation to train is because the business see that the project is delivering the training in the formats and subject matter that they have been requesting.
So, training on its own is not the answer, but as a blended adoption solution it is a crucial part of the process.
Steve Dalby
One adoption enhancement tactic that never works is end user training. End User Training doesn't work and is a waste of time.
Here's a quick video I recorded explaining my thoughts:
https://www.useloom.com/share/31e83235c4a5437f83bc69e69a703e74
Asif,If nothing else your response drew people’s attention in showing the bad side of expecting training to be the Adoption answer, it obviously is not.
However, it MUST be part of the answer as the expectation that your 'mass' of end users will suddenly understand everything that is being delivered is probably not realistic. And also, how do you manage new applications as MS release them.
My response is that your view is correct but your statement is wrong.
Training is crucial, but like everything else in the adoption space it has to be done right with all training plans being based on a training needs analysis exercise. This then means that the training provided is as a request by the business and motivation to train is because the business see that the project is delivering the training in the formats and subject matter that they have been requesting.
So, training on its own is not the answer, but as a blended adoption solution it is a crucial part of the process.
Steve Dalby
Facilitating learning sessions for staff can be a highly valuable experience for them - if done at the right time, focussing on relevant topics and combining demonstrations with hands-on activities to reinforce learning. Scenario-based learning sessions help staff understand how a new feature will benefit them in their job role. If staff leave a session confident in knowing the 'why', as well as the 'how' they are likely to retain the knowledge - but after training support materials are necessary as a refresher if they don't get the opportuity to put in to practise what they learn soon after.
Unfortunately many "trainers" are simply duds! It's true! It is such a shame - as a session done well will be memorable and enjoyable for participants - and they are more likely to embrace the new way of working. Don't stop providing instructor-led training to the poor end users. Whether through virtual instructor-led sessions or face-to-face - staff need this as a viable option - just invest in a great trainer!
I agree with you on many points. Class room training has it's place for certain use cases but I agree that there are better ways. I think there are many different learning styles out there and people are different in their preference.
Even if e.g. class room is ineffective in many ways for some people that's still the best way they learn. If you take that away just offer learning on the job these people will become frustrated.I think the key is to offer a good mix that reflects roughly your user's preference distribution combined with a factor for effectiveness.
Also I believe that many people still like to talk to and learn from another person instead of just from a computer. Therefore I believe in social learning, peer support and personal coaching.
I think you've hit on some key points in regard to training in general. I do agree with you that feature based training doesn't work. End users do not care about all the cool functionality if they can't relate it back to how they work.
As a former trainer, I have to disagree with you when you say "training doesn't work." That's a broad statement. There are so many different considerations for training to be effective. Culture of the organization, learning styles, instructor-led, onsite versus online, self-paced, supporting materials, timing of training to match deployment schedule, power users, champions, train-the-trainer, peer learning, white glove service, hand holding, etc.
Training is an integral part of any O365 transition. The most important thing is to have a good understanding of how people work today so that training can showcase the "what's in it for me?" of Office 365.
Watched your video, it's thought-provoking! Not sure I completely agree but I can certainly see your point.
One thing is, you have to cater for different learning styles. Some might prefer a self-service approach through guides and exercises, for example, just picking it up as they go along, where others may respond much better to a hand-holding approach, with instructor-led training or webinars etc.
Offering a range of resources I think works best, that can be adaptable and flexible.
