White paper

Change management and e-learning

Why people won't change

It's official: the biggest obstacle to e-learning adoption is people.

In 'The Social Life of Information', which explores the social dimension of managing technology-driven change, Brown and Duguid describe a sort of 'tunnel vision' that afflicts advocates for new technologies. Focusing on the bright world of new possibilities opened up, they often ignore the legacy, history, social context and institutional values of an organisation. This brings them up against a formidable double whammy: active resistance and passive inertia. Basically, people don't like change.

Examining the roots of cultural resistance - and of that perhaps even more pernicious enemy of change, cultural inertia - this challenging white paper from Donald Clark, Epic, lays out a leadership-based strategy for change management in e-learning.

White Paper: Change management and e-learning

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Summary of contents:

• Cultural resistance
  • Cultural resistance
  • Cultural inertia
  • Managing expectations
• Strategy for change
  • Steps in change management for e-learning
    1. Stimulate interest
    2. Build a team
    3. Get a vision
    4. Communicate vision
    5. Overcome obstacles
    6. Get quick wins
    7. Make it mainstream
• Obstacles to change
• Overcoming obstacles to change
  • Senior management
  • Middle management and sponsors
  • Training managers and trainers
  • IT management
  • Learners
  • Existing or other e-learning groups
  • Unions
  • Suppliers

See also:
Other white papers

Epic Think Tanks:
Leading change and e-learning

Book reviews:
Preparing learners for e-learning - Piskurich