Training Industry Magazine - Spring 2024 - 56

PERSPECTIVES
DELIVERING AN ENTERPRISE-WIDE TRAINING
SOLUTION: 3 TACTICS TO ENSURE YOUR SUCCESS
BY ALAINA DOYLE, PH.D.
After you've gotten approval to
deliver an enterprise solution, the
idea of implementing the solution
can be daunting. There are critical
steps to keep in mind whether you
are delivering to an audience of 15
or 150,000. Standard learning and
development (L&D) models (i.e., Kemp,
ADDIE) provide frameworks to create
learning experiences, but you will need
an approach to map the successful
delivery of the solution across small
or
large audiences. The approach
includes formulating the project team,
building a communication strategy,
implementing the solution and
measuring the results.
THE PROJECT TEAM
First things first, you need to build
the
ultimate project
dream
team.
An ideal project team consists of
individuals who act in an advisory
capacity and represent stakeholders
(i.e., human resources; diversity,
equity and inclusion (DEI), etc.).
Members could include a project
manager, communications consultant,
learning management systems (LMS)
operations, workforce scheduling,
facilitation planning, instructional
design, vendors and business partner
representation. A diverse team
generates ideas and informs the
project team. If your L&D team is small,
include adequate representation
as allowable.
The project team should include
work streams to create roles and
responsibilities that align with key
56
milestones and deliverables. The work
streams should focus on three core
areas: communication, implementation
and measurement. Let's examine each
of these work streams.
COMMUNICATION
The communication work stream is
one of the most extensive. Identifying
key stakeholders is an initial step in the
development of the communication
plan and strategy. Stakeholders
should include learners, leaders,
partners and other entities who have
a need to be informed of the initiative.
Your workflow might look something
like this:
Create your communication strategy:
Develop a communication matrix
that outlines the dates, audience, key
messages, communication channels and
message outcomes.
Communication matrix: Develop a clear
and concise communication matrix that
directs responsible parties on what is
expected of them. For instance, the
matrix might follow the who (audience),
what (message type), how (method),
when (schedule), and owner (message
source) format. Another example might
be based on what the team plans to
communicate (i.e., reports, project
announcements and presentations) and
include a description, deliverable, method,
frequency, owner and audience.
* Utilize existing communication
channels: Leverage company emails,
employee resource group email lists and
line of business communication teams.
* Develop frequently asked questions
(FAQs): Anticipate common questions
and share the document with key
stakeholders and managers.
* Practice pre-messaging: Share the
message with key partners prior to
sharing it with the broader organization.
For instance, share with managers first
before sharing with learners.
* Communicate: Inform the learners of
the training impetus and compelling
reasons to complete the training, and
A SUCCESSFUL LAUNCH
HAS THE POTENTIAL TO
INCREASE ORGANIZATIONAL
RESOURCES WHILE
CONTRIBUTING TO THE
BUSINESS'S BOTTOM LINE.

https://educationaltechnology.net/kemp-design-model/ https://trainingindustry.com/wiki/content-development/addie-model/ https://trainingindustry.com/articles/diversity-equity-and-inclusion/encourage-an-inclusive-workplace-with-employee-resource-groups/

Training Industry Magazine - Spring 2024

Table of Contents for the Digital Edition of Training Industry Magazine - Spring 2024