Saba sponsored the webinar, "Breaking Up with Your Current LMS: Finding a Better Fit and Navigating Change" this week. David Wentworth, Senior Analyst, Brandon Hall Group and I presented on the Training Magazine Network.
While we all know change is a constant in life, when it comes to our Learning Management Systems (LMS), sometimes change is surprising. After all, when we selected our current LMS, our love affair with the platform was shiny and new. What could possibly go wrong?
Plenty, David told us. Brandon Hall Group's research reveals that 56 percent of respondents in a recent survey were planning to replace their current LMS within 18-24 months.
David and I outlined all of the ways current LMS platforms may not measure up: difficulty of use; poor reporting; difficult integration with other systems; need for social and mobile capabilities, and many more.
The "old LMS" world was about "getting people in and getting people out," David noted. Today's LMS platforms move up and down a full spectrum of rich media, talent management capabilities, managing classrooms and authoring content.
So, if it's time for a new LMS, what is the best way to say goodbye to your former flame? Here are three takeaways from the webinar that will set the stage for the breakup.
Takeaway #1: Make Your Case
Changing your LMS will come down to making a solid business case, David said. You'll need to get executive leadership on board. Answer these questions: What is it you can't do with your current system? What might be possible pushback from leaders about changing your LMS?
We shared in the webinar that some pushback may come from the amount of money already invested in the legacy LMS. Technology is just going to keep on shifting and you can keep holding together your old system with duct tape, but it's not a good solution moving forward.
Continue building your business case with the following steps:
Takeaway #2: What's out there?
After an important Discovery phase (see the webinar for insightful commentary!), your team will need to explore and
identify a handful of vendors that might be your next LMS. Choose 3-5 that meet high-level technical and functional
requirements and who will be invited to participate in the RPF/RFI process.
Pro Tip: Need RFP templates? Check out Saba's "Request for Proposal Template for an Integrated Talent Management System" and "RFP - Request for Proposal Template for a Learning Management System."
Takeaway #3: Use-case is best
While your organization is evaluating vendors, you'll want to invite 3-4 vendors onsite to conduct use-case demonstrations. Don't just rely on a demo, David warned. The product will perform flawlessly! Instead, ask for use-case demonstrations. In the webinar, I shared a story how Lanxess invited vendors to demonstrate use-cases in their LMS selection process. When they could see how each vendor's platform performed in a real-life scenario, Lanxess made their decision quickly (and went live in 3.5 months after their kickoff!).
For the Vendor Selection process, you will want to use a technology selection scorecard that ensures technology and
functional requirements are met. You'll also make sure the tech solution links to business drivers. Contract
negotiation are next. Finally, the implementation of the new LMS is a detailed and extensive process. (See the webinar for a helpful slide on the
process from Brandon Hall Group.) At the end of it all, your new LMS awaits. Congratulations!
Want to watch the Saba-sponsored webinar? It's all on Training Magazine Network. Note: To access the webinar, you must sign up for a free account.