IST-Address Learning Gaps

Adoption Curve:  The early majority is more cautious but pragmatic. They wait to see the effectiveness of the change before committing fully.  The early majority starts to evaluate whether the change is practical and beneficial. At this stage, pilot programs or initial rollouts are beneficial in demonstrating success, thus convincing this group that the change is worthwhile and achievable.

Managing Transitions: This phase marks a transition between the old and the new. Stakeholders may be in the Neutral Zone, feeling uncertain or confused about the change and their roles. This is the time for reflection, as stakeholders assess how equipped they are for the new reality.  At this stage, stakeholders may feel concerned about their ability to handle the change. They might experience anxiety if they perceive that they lack the necessary skills or resources.

Potential Resistance:

• Fear of Failure: Resistance may occur if stakeholders are afraid they will not be able to master new skills or processes.
• Perception of Irrelevance: They may resist if they feel that the training is not applicable to their needs or daily responsibilities.

Strategies for Overcoming Resistance: 

Provide structured, role-specific training programs that build confidence. By offering diverse learning formats and continuous support, the change manager can help stakeholders gradually move from the uncertainty of the Neutral Zone to embrace new skills and responsibilities.

• Customize training to address specific stakeholder roles and responsibilities.
• Offer multiple training formats to cater to different learning preferences.
• Provide ongoing support such as help desks or mentorship programs to ease the transition.

Key Actions

• Review the Readiness Assessment Report: Carefully analyze the Readiness Assessment Report to identify any learning-related actions required for the change. Address specific areas where training or development is needed to bridge the gap between current and required skills.  Prioritize high-impact areas where skill deficiencies or lack of understanding could significantly hinder change adoption.  Some examples may include any or all of the following:
  • Customized Training Programs: Develop and deliver tailored training programs that cater to the specific needs of different roles, departments, or skill levels within the organization. A one-size-fits-all approach may overlook key nuances, so ensuring the content is relevant to each group’s daily responsibilities is essential for effectiveness.
  • Incorporate role-based scenarios, hands-on exercises, and practical applications that directly relate to employees’ day-to-day tasks, ensuring training is not only theoretical but also highly practical.
  • Varied Learning Formats: Leverage multiple training formats to cater to different learning preferences and needs. Offer a combination of e-learning modules, live workshops, hands-on training sessions, peer-to-peer coaching, and mentorship opportunities to ensure employees have a variety of ways to absorb information. Incorporate micro-learning, where bite-sized lessons are provided in short, easily digestible formats that allow employees to learn incrementally without overwhelming them.
  • Continuous Learning Support: Establish ongoing support mechanisms beyond the initial training phase to reinforce learning and address any challenges employees may face post-training. Create resources such as FAQs, help desks, virtual support centers, and peer support networks where employees can quickly access help when needed. Consider assigning change champions or subject matter experts who are readily available to assist employees and provide guidance in real-time as they navigate the new systems or processes.

Communication Opportunity

• Repeat, repeat, repeat the Big Why and key message.

Outcomes

• Employees equipped with skills to handle the change: Employees will be well-prepared to handle the new systems, processes, or behaviors, enabling them to maintain productivity and efficiency during and after the transition.
• Increased confidence in adopting new systems/processes: Through comprehensive training and continuous support, employees will gain the confidence to embrace the change with minimal hesitation or resistance, fostering smoother adoption across the organization.
• Reduced Resistance and Accelerated Adoption: By addressing learning gaps proactively, the organization minimizes the risk of resistance due to uncertainty or lack of knowledge, facilitating faster and more widespread adoption of the change.

Roles and Scalability

Project Size	Key Communications	Outcomes	Change Manager Role	Change Leader Role
Small	Provide basic training focused on the immediate needs of impacted employees.	Employees acquire necessary skills quickly with minimal disruption.	Develop and deliver concise training sessions, focusing on immediate needs.	Support the delivery of training by reinforcing its importance to project success.
Medium	Offer formal training programs that are specific to team roles, using a mix of online and in-person formats.	Employees are well-prepared for the change through targeted training.	Coordinate with HR or training specialists to create role-specific training and ensure employees receive the necessary support.	Ensure leadership is actively involved in training efforts, encouraging participation and follow-through.
Large	Develop comprehensive, multi-tiered training programs across the organization, using varied formats like e-learning, workshops, and mentoring.	The organization is fully equipped with the knowledge and skills needed for successful change adoption.	Lead the design and execution of a large-scale training strategy, involving multiple delivery methods and continuous learning support.	Oversee the alignment of training with strategic objectives, ensuring that training programs are robust, continuous, and adequately supported.

Training

LinkedIn Learning Path: 

• Helping employees understand how to change
• How to get employees invested in change
• Plan learning needs
• Effect of the learning dip when delivering change
• Assessing learning needs for change projects

Tools/Resources

Sample communication to address learning gaps

Checklist

• Prioritize high-impact areas where skill deficiencies could hinder adoption.
• Create role-specific training programs tailored to daily responsibilities.
• Incorporate practical scenarios and hands-on exercises.
• Use a mix of formats, including e-learning, live workshops, and peer coaching.
• Establish post-training support systems (FAQs, train service center on changes and how to answer questions, assign change champions or subject matter experts to serve as a resources for a time-period).
• Set up a way to monitor training outcomes and collect feedback.