Deploying new technology in the workplace can be challenging for the end user and the team that is developing and deploying the technology. Often times the end user is accustom to performing a job function a certain way and new technology can be difficult to learn, appear cumbersome, intimidating and not relevant. I recently rolled out a new system at work to streamline the work type request to help improve efficiency amongst resources and provide more accurate reporting. In the initial stages of the project there was a great deal of resistance to this new system. Keller’s ARCS model would have been beneficial to help motivate the team in the area of Attention, Relevance, Confidence and Satisfaction.
The new system was rolled out by executive leadership to grab the attention of the folks that were going to be utilizing the system. There were several pilot sessions and deployment meetings to bring awareness to the new process. The corporate initiative was to increase efficiency across the organization and this process directly coincided with this goal. Streamlining the work would allow resources the ability to focus one solution and timeline for a faster implementation. From a metrics stand point projects would not be open as long with various scope now being spread across multiple projects.
Once the teams were aware of the system and the importance to the company it was also important to build their confidence in using the system and identifying the satisfaction of the usage. According to Driscoll (2005) curiosity will motivate but it is important to provide out of the box experiences to captivate learners. To achieve these goals innovative process workshops were held and process documentation made available. The users were very pleased with the training made available and quickly caught on to the process. Once their confidence was built up it was easier to see the benefit of streamlining the work. Several end users were identified as subject matter experts (SME) in the process and rolled it out to other organizations. The SME’s gained satisfaction by not only learning a new process but also gaining presenting and instructing knowledge that could be used in future position. Driscoll (2005) discussed the importance of learners realizing that not all skills will be applied immediately but are equally important.
ARCS is a useful checklist, which draws upon some well established research. And, given the doubts many trainers feel about delivering online, where they can’t establish face-to-face contact, it’s probably more useful in this context than anywhere.
References
Driscoll, M. P. (2005). Psychology of learning for instruction (3rd ed.). Boston, MA: Pearson Education
From the details of your experience, it would appear the principles of the ARCS checklist are in place. Would the use of the new technology jepardize jobs? From what I read it would seems to me there was alot of activity in place behind the scenes before and during the of the process.
ReplyDeleteHi Kathi,
ReplyDeleteYou statement about the ARC model being important for online trainers, is right on point. It could be a useful model for giving effective and productive training. Nichelle
Hi Kathi
ReplyDeleteHaving an organized plan to implement change does help instill confidence in the learner can master this change. Good Post.
Gary Allen
Hello Kathi,
ReplyDeleteYour process of employing new technology is good. I like the idea of providing awareness to the new end users. The point in your blog post that I think is an excellent way of satisfaction is making fast learners subject matter experts (SME). The military use the train-the-trainer concept frequently. I will use the Keller ARCS model when employing new technology or making changes in my work environment. I will remember to reward learners with satisfaction and identifying SMEs will be one element I use as part of the satisfaction process when employing the ARCS model.
v/r
Sullus
Kathi I think you are exactly right when you say that applying the ARCS model works best in online. I think it works well in face to face as well, but in online the instructor can go through and really check off each area to ensure learner success, I guess I see it as a checks and balances. In face to face you can gauge the learners which is alot harder to do in online.
ReplyDeleteYour blog is right on point with the digital age of learning. Deploying new technology is always going to be an issue. Change can be difficult for some. It appears to me that the only time it is not an issue is if you are working with today’s students! Applying Driscoll’s out of the box experiences with Siemens’ (2008) connectivism can possibly explain the network concept in connecting learning and knowledge that exits in society today. The process of sharing experiences and information with a group will increase learning form one another. Keller’s ARCS are wonderful. The checklist enables grouping and networking while learning how to apply it today and for future usage.
ReplyDelete