What are the best ways to train stakeholders on new technologies?

Two things that often end up not occurring when implementing a new technology or tool, but which are extremely important to maintain high efficiency, commitment and the effective expected results are: - Understand and map who will be directly and indirectly involved. Map them all out and involve them at the correct timing, whether during implementation or later. - Don't just buy the solution, also include training in the implementation cost! Companies often just buy the solution and don't think about the cost of training, don't skip this step, this is essential!

One of the first lessons of both communications and public health is to meet people where they are. In order for an audience to respond to a call to action - we have to understand where they are along that continuum. To effectively engage stakeholders with a new technology: - Assess their understanding and/or knowledge of the technology - Explain how the technology can be utilized to improve their situation - Be respectful of hesitation or resistance - Don't assume you know what's best - Resolve their concerns at every step of adoption and/or adaptation - Include them in the implementation process - Evaluate the challenges - Affirm the successes - Repeat

Figure out what skills you want your team to have. Assess what skills they have now. Collaboratively make a plan to get from point A to point B. Go at it like an optimistic bat out of hell.

Best way to trained stakeholders below steps are necessary. - Understand stakeholders need and demand - Design module as per need - delivery method should be interactive for active participation - Follow-up mechanism in place for understanding further improvement area - Then design refresher training

Some of the most effective ways to train stakeholders on new technologies would first include alleviating their fears. More often than not people mask their fears with disdain and stay away from it in denial mode. Hence a buy-in is important for the long run and not in a forceful manner. Secondly, it is important to demonstrate what it could do for them and make their lives easier and help them work more efficiently. Thirdly their learning styles should be kept in mind, and the training should be offered in various modes and mediums. Finally, a learning environment should be created where all are able to genuinely learn from one another than just being seen as learning.

Before teaching, figure out what people need to learn and choose the best way to teach them. Understand what skills and knowledge are necessary, and know how people like to learn. Some might prefer trying things out, while others might like videos or reading. Pick a way of teaching that fits what needs to be learned and how people like to learn. If it's about doing things, have hands-on sessions; if it's more about ideas, use presentations or written materials. By doing this, you make learning easier and more effective for everyone.

Optimize delivery! Consider nature, scope, and complexity when choosing training modes—face-to-face, online, blended, or self-paced. Weigh advantages and disadvantages, factoring in availability, accessibility, interaction, feedback, and evaluation. Combine modes to accommodate diverse learning styles and preferences.

Some ways to do this: 1- Identify who is your audience 2- What levels are they (you might need to think in splitting them into groups) 3- Identify which materials need to be processed in person which can be done online, etc.. 4- Prepare a very clear calendar and mode as well as timeline 5- Allow an additional time for two ways feedback on the content delivered.

I agree, however you need to evaluate is this a two or more part education. Example first classes on line or in person and second class hands on.

Organizing the importance of the information or tasks to be learned may help direct you to the method. If you want someone to "Learn" how to do CPR, online may suffice. If you want them to "know" CPR. You probably want them to come in and perform it. If dealing with separate topics you do the same thing. These areas we can cover online, low threat topics. These others however are vital and we need to make sure people know it. We need to have a face to face lecture, class, etc..

In my agile experience introducing a new system at my workplace, I focused on simplicity and clarity. My colleagues, busy with their tasks, needed a straightforward solution. I ensured the new system was intuitive, requiring minimal effort to understand. By stepping into their shoes, I tailored my presentations to highlight how this change would seamlessly integrate into their workflow, emphasizing ease of use. This approach not only facilitated a smoother transition but also garnered positive feedback and quick adoption.

When you are asking stakeholders to adopt something new, don’t forget - we still want them to get what they need with having to do as little thinking or “work” as possible. We want to make sure that they get the point. That is our goal. It’s not to test them! Put the lens on from their perspective. Are they getting what they need so it’s still obvious how they can take action? If not, show them the way through your content so it’s crystal clear!

Make stuff that helps people in their jobs and keeps them interested. Share practical tips and stories that relate to their work. Talk like you're having a chat to make it easy to understand. Share real examples to inspire them. Also, ask for their thoughts and experiences to get them involved. Mixing useful career advice with interesting content helps folks learn and stay interested at the same time.

Craft compelling content! Ensure training material is clear, concise, and relevant. Steer clear of jargon, acronyms, or technical terms that may confuse stakeholders. Utilize simple language, relatable examples, visuals, videos, audio, and animations to enhance engagement and memorability.

Stories stories stories. People relate to each other through stories and human connection helps us remember - not just the words and content but the experience.

As a standard part of most of my training I ask the audience to identify a problem of importance they would like to solve. Within the scope of the training I will teach using my examples but will have them immediately apply the lesson to their problem. They get to practice right away. This helps with retention. It also enables them to walk away from the training with a tangible accomplishment they can further refine.

Incorporating various learning methods to ensure the different learner types are included is a definite way to foster a successful learning environment for individuals.

Active learning engages and etches new skills into our brains. Plus who doesn’t want a little something fun included in a training—I know I always do!

Encourage participation in demonstrations, simulations, exercises, quizzes, games, discussions, or case studies. These activities provide hands-on experience, enabling stakeholders to apply, practice, and reflect on their learning. Active learning enhances understanding, facilitates feedback, and encourages peer-to-peer learning. It boosts motivation, confidence, and retention of new technology knowledge. A practical approach, such as having stakeholders apply lessons to real problems during training, contributes to immediate application and tangible accomplishments. Utilizing diverse learning methods accommodates different learner preferences, fostering a successful and inclusive learning environment.

Really all learning, development and training should be active. Theres nothing more dull and boring than passive learning - it turns people off so quickly. Practice also makes perfect and engaging delegates is a great way to motivate and deliver the content. Always start with an end to end demonstration of the process you are teaching. It helps delegates visualise where the process starts, goes and ends.

In my experience, I prefer to show them in person how to use the digital tool. That way, I can resolve any doubt or question on the spot.

On going support is a must especially that technology is evolving . For it to be efficient and effective in your programme the software has to be up to date hence the need for you as the Programme Manager to ensure that the users / stakeholders are on board. Create online forums for pear learning , FAQs, newsletters. You should be able to monitor and evaluate performance of the users for you to determine if impact of your training or if there is need for a refresher.

The best follow up is to expose stakeholders to real situations, either working on a project under way in a company or being helped in developing their own product, an app for instance. Coaching and mentoring can then help if the stakeholders is motivated by the interest of the project they are leading or part of. The stakeholder might also be given the opportunity to ??coach?? new candidates. A good way to learn is to teach.

For dynamic groups in need of ongoing support and follow-up, train-the-trainer activities can be a great way to bridge gaps. Firstly, work with managers to identify who on their team would be an open and capable local subject matter expert. Volunteers are great too--their engagement will already be built in. Create guides and FAQs that you can use to train the trainers to go out into the business and provide support for their teams. Lastly, with the community of trainers, you will have a built-in focus group to troubleshoot necessary updates to the existing FAQs and guides.

This is my #1 criteria for future investment. Day 2 (after the sale or implementation) is where it’s decided if your product will have a future or not as part of any portfolio.

In my experience with large technology transformations, the transformation on the people dimension is, increasingly, the single point of failure. This dimension requires building out new operating models, cross-training, and building in change management and adoption. Key to getting this dimension right includes crafting a custom change adoption strategy for different user personas along with generating user insights to continually inform the change plan while crafting the change narrative during execution with compelling success stories to accelerate the momentum and ensure continuous leadership and business line change advocacy throughout the journey. #changemanagement #OCM

In my experience, there are three key aspects that need to be considered for successful adoption of new tools or tech: 1. Ensuring the impacted audience understands the “why” - why should I adopt or learn something new 2. Ensuring that the tool doesn’t become “new work”. Often times, new tools create burden instead of benefit. 3. Adoption will happen in stages (adoption curve) so continuous training across the lifecycle is key to success.

Most important thing, in my opinion, is to establish the context for the change, the impact, and identify the savings of time and reaources the change will have. Training is ineffective without buy-in up front

It's so important to have a lot of patience. Even more important is to be open and available to answer questions (any and all, no matter how basic) without judgment.

Out of experience, an early involvement in the design phase of key stakeholders across a variety of levels and functions will significantly reduce barriers to change, create co-ownership and co-innovation with a few tech minded individuals who are able to influence their departments ‘ change agility as business needs are incorporated at an early stage. An implementation is the start of an ongoing developmental governance operating model in which continuous improvement and integration with other tech solutions is envisioned, reviewed, business cased and if budget is allocated and priorities set, implemented through a cross functional team. By doing this, knowledge and expertise are spread and increased across a wider group of users.