There has been a steady migration of businesses from classroom training to e-learning. It started with giant corporations, but today, we find organizations of all sizes and types making this transition. One problem that plagues organizations is the inability to successfully convince classroom trainers to become involved with e-learning. Because of this resistance to change, organizations that manage to make the move to e-learning do so at a snail’s pace, and the results are half-baked, half-hearted efforts that fail to yield the desired results.

Classroom trainers have their reasons for resisting e-learning, such as the fear of becoming redundant or that they will not be motivated to take up new roles and responsibilities because there will be no more training. They have a strong belief that adult learners can only learn with face-to-face training and that e-learning will not yield the results of classroom training. There is a fear of change and an even greater fear of losing their jobs. Convincing trainers that none of these beliefs is true involves taking steps that are both psychological and practical in nature.

Reassure them.

The fear of redundancy cannot be fully explained away, as large parts of classroom training are being rapidly replaced with online training (though there will still be some areas that will require face-to-face training), and probably only experienced and flexible trainers will make the transition successfully. They can be very useful as SMEs involved in developing and producing e-learning courses, and they need to be reassured and convinced of their value.

Trainers also need to be convinced of the merits of e-learning over classroom training, maybe by spending time in a company already using e-learning successfully and talking with both training managers and learners or even to e-learning vendors.

Teach them about e-learning.

Despite being a common form of corporate training, it is surprising how little is known about e-learning. Having a little knowledge of e-learning can be much more dangerous than having no knowledge at all. It is often this knowledge gap that hinders e-learning acceptance. Developing awareness of e-learning, trainers’ important role in creating course content, and the benefits to organizations in terms of increased productivity and value will help dispel trainers’ fears.

Educate them by:

• Conducting e-learning awareness training sessions
• Making them aware of the role they will play
• Sharing case studies of success stories
• Sending trainers to seminars hosted by e-learning vendors
• Making trainers a part of the decision-making process

Alleviate their concerns.

We are expecting trainers to move to a completely new way of training—one that they are unfamiliar with. There will be many questions surrounding this move. Training and HR managers must make themselves available to answer those questions. Trainers must also have access to a forum where they can voice their fears and doubts regarding the new system.

It’s not as important to provide immediate answers to these questions as it is to be able to understand their fears and provide valid solutions. Enlisting an e-learning champion will go a long way in helping trainers accept the change.

Don’t just tell them; show them.

Trainers play a crucial role in e-learning. From helping create courses to evaluating learning and beyond, they form the core of every course that the organization delivers to employees. Often, they don’t realize that the success of a course depends on them, so it’s crucial to explain to them how they will contribute to e-learning.

They will:

• Lend their subject matter expertise and skills to create online courses
• Add value to off-the-shelf courses that have limited information
• Create additional materials to fill existing gaps in off-the-shelf courses
• Continue to provide classroom training in a blended learning scenario
• Conduct online webinars and seminars
• Create personalized learning materials to meet the needs of individual learners
• Assist designers in creating courses
• Help create a branded learning portal with a wide array of resources for customers

Those of us who have made the change to e-learning can sometimes forget that there are still classroom trainers who fear what they see as a threat to their existence. It takes time, but with dedication and patience, and the right help and guidance, you can help trainers become enthusiastic e-learning advocates. Who knows? Being newly converted, they may even bring a fresh and better approach to e-learning development.