- Alec Ballantyne, Greater Toronto Airports Authority (GTAA)
- Leah Craig, Greater Toronto Airports Authority (GTAA)
- Jim Tom, Cathy Chae, Public Health Ontario (PHO)
- Matt Whitehead, Online Learning Enterprises
- Lyndsay Massey-Groe, Toronto 2015 Pan Am Games
- Lynn DiBonaventura, Teleflex Medical Canada
- Nigel Fortlage, GHY International, CIO Association of Canada (Manitoba Chapter)
- Vivian Yap, Ontario College of Teachers
- Four additional contributors who wished to remain anonymous
- Organizations with departmentalized and siloed learning management systems have little visibility into the breadth and effectiveness of their training programs.
- Administering, tracking, and reporting training are often conducted manually, creating a cumbersome process for HR.
- In most cases, organizations treat their learning management systems as just another point solution in their HR landscape and fail to integrate learning into the talent lifecycle.
- Right-size your LMS solution. Avoid under-investing or overbuying from the start. LMSs come in all shapes and sizes; don’t buy functions you don’t need. Identify your LMS use case from the start to focus your strategy and filter your needs.
- A disjointed and departmentalized approach to learning will inevitably fail. Ensure your LMS strategy is holistic through the necessary convergence of people, process, technology, and content.
Impact and Result
- Take a step back and create a business model that considers the learning needs of HR, IT, and the business. Strive for a holistic strategy and avoid compartmentalized efforts.
- Understand your use case. Identify your organization’s goals and L&D objectives to choose the LMS use case that is most aligned with your learning needs.
- Identify your solution alternatives across people, processes, technology, and content. Create a comprehensive roadmap, prioritizing initiatives and identifying dependencies.
- Devise a plan for implementation. Effectively communicate changes and put mechanisms in place to ensure effective LMS governance.
1. Visualize the project
Understand your current learning challenges as well as benefits and opportunities for LMS, then align your corporate objectives and L&D objectives with your LMS strategy.
2. Right-size the solution
Assess the current state and choose appropriate solutions across the four pillars of learning: content, people, technology, and process.
This guided implementation is a six call advisory process.
Guided Implementation #1 - Visualize the project
Call #1 - Establish a vision for your LMS strategy project.
Call #2 - Structure the project. Identify your project team and create a project charter.
Guided Implementation #2 - Right-size the solution
Call #1 - Solicit LMS requirements from the right people in your organization.
Call #2 - Use your findings to provide insight into your solution.
Guided Implementation #3 - Finalize the strategy
Call #1 - Prioritize roadmap initiatives. Identify dependencies between people, process, technology, and content tasks.
Call #2 - Create a governance plan and consider strategies for communicating changes and selling the strategy to the business.
Book Your Workshop
Onsite workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost onsite delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.
Module 1: Visualize the Project
- Understand the importance of creating an LMS strategy before selecting a software solution.
- Develop an LMS business model that identifies the drivers for LMS, as well as the project barriers and enablers.
- Complete a project charter to gain buy-in, build a project team, and track project success.
Key Benefits Achieved
- A go/no-go decision on the project appropriateness
- An understanding of the different project drivers
- Project stakeholders identified
- Project team created with defined roles and responsibilities
- Finalized project charter to gain buy-in
Identify LMS needs, barriers, and enablers.
- Completed LMS business model
Align organizational goals and L&D goals with LMS objectives.
- Strategy alignment between HR and the business
Decide on your LMS use case.
- LMS use cases
Identify the right stakeholders for your project team.
- Defined project roles and responsibilities
Module 2: Right-Size the Solution
- Understand your current learning environment.
- Elicit requirements from HR, IT, and the business.
- Effectively assess solution alternatives to create a right-sized solution.
Key Benefits Achieved
- Requirements to strengthen the business case and inform the LMS strategy
- A right-sized solution
Take inventory of learning applications and their purpose.
- Learning application inventory
Map the current LMS process.
- Current-state process map
Conduct a learning content inventory audit.
- Learning content inventory
Elicit requirements from learners, administrators, the L&D team, and management.
- High-level LMS requirements
Create an LMS content strategy.
- A content strategy
Analyze the results from the LMS Learner Survey.
- Specific end-user needs and requirements
Determine KPIs and guiding principles for your LMS solution.
- LMS KPIs and guiding principles
Determine LMS integration points.
- LMS integration map
Module 3: Finalize the Strategy
- Brainstorm and prioritize short-term and long-term LMS tasks.
- Apply the appropriate amount of governance to the LMS strategy.
Key Benefits Achieved
- LMS next steps
- LMS governance considerations
Brainstorm solution initiatives, prioritize initiatives, and identify dependencies.
- Completed LMS roadmap
Create a communication plan to promote transparency.
- Completed communication plan
Build a governance plan to ensure the necessary controls are in place prior to strategy execution.
- Governance plan