Digital learning - the key to faster change

End of the whispering game

The difference in impact is largely due to the power of being able to reach out to many employees simultaneously and continuously - with clear messages about why, what and how you need and want to change. Without the time and space constraints of physical learning, we no longer need to target communications and training efforts to smaller audiences - often managers and leaders. Previous cascading and train-the-trainer approaches, we know, have their shortcomings. The time constraints and varying quality and commitment of "trainers" often lead to a kind of whispering game, where messages get watered down along the way and the desired impact is missed. The failure of 70% of change projects is largely due to a lack of continuous communication and learning involving everyone. With digital learning, we can reach everyone directly and unlock the power - when many people realise and understand what needs to be done.

The authors write:

"If an organization wants to enact culture change at scale, it can't just rely on top leaders to implement new behaviors. Instead, such change requires employees at every level to build new, enduring habits by thinking and acting in new ways, literally every week."

A big reason why people change is because they believe that others are changing and are thus inspired to change themselves.  

In the digital training programmes that we develop at Involve, we take this into account. We let employees inspire other employees - "Sharing is caring" - where we highlight what they have done, how they got there, how they reasoned, what they believe in - in big and small ways. Employees and leaders inspire with good examples. Experts share what they know and dream about. Management gives background, strategy and shows the way forward. Together they can create the conditions for the change they want to achieve.  

Transform business by involving all the people - plain and simple.