A great deal of conversation in the e-learning community has been about the development of e-learning content or e-learning systems and technology. The assumption has been that if we create the right content and deliver it with the right systems, that learners will respond. But, we may need to also develop our learners' ability to be e-learners!

Over the past six months, I have been tracking the challenges that organizations face as they implement and disseminate new e-learning initiatives. In several instances, the organization did all the "right things," from curriculum selection to systems development, only to be dramatically under-whelmed by the level of acceptance and participation among the workforce. Therefore, The MASIE Center is suggesting these steps for the developing e-learner:

First impressions can be lasting impressions: Be very careful to select a learner's first e-learning content offering. Don't make the mistake of giving a learner a ho-hum, mediocre selection for his or her first virtual class. We recommend that you choose a high-impact, high-performance, high-engagement sample to give to new learners.

Even online learning sometimes needs an instruction manual: Consider supplying learners with a paper-based small instruction manual on how to use and leverage e-learning. This non-virtual resource can help learners prepare for and navigate within the new world of e-learning. A few screen shots and tips from pervious e-learners can be of great help to the newbie.

Calibrate expectations: Many new e-learners don't know what to expect. How long should each session last? Do they have to complete every module or are they allowed to skip around? What information is passed along to their managers? How can they take notes? What happens if they forget to return or lose their password? And, what did other learners find to be the most successful aspects of the program?

Differentiate quality in e-learning: Unfortunately, few organizations differentiate among multiple courses within their e-learning catalog. Learners know that there are great ones and probably a few "dogs." Organizations should assist learners in finding the difference. Some use internal or external reviewers, or even provide an area where previous learners can post comments and tips for future learners. Do not mistakenly treat all e-learning the same.

Blended learning is a natural place to begin: Some of the most successful implementations of e-learning have started with a blended learning approach. Organizations provide e-learning extensions of a classroom-based offering. Or, learners take the "101" component of a class online, followed by the "102" segment in the classroom, once everyone has mastered the fundamentals. Learners who have some degree of doubt about the effectiveness of e-learning often find blended learning approaches quite powerful. One major financial service company used blended learning for one year, prior to offering any solo online classes, to help its workers and managers get used to the new format.

E-learning is different: As a frequent e-learner, I will be the first to testify that my learning process is different when I am not in a classroom. I find that my motivational factors are different, my pacing and concentration shifts, I am more demanding of value for every segment of the course, and I have to work hard to take notes and to integrate e-learning into my workday. If we accept how new and different e-learning can be, we can start to give the learner a set of tips and advice. I would even stop calling the offerings "classes," since it may keep reminding me of what they are not, instead of what they are.

Finally, we would suggest that organizations recognize that the implementation of e-learning is much bigger than a technology project. It is really an organizational change for the company and may be a personal change for the individual learners.

Use your best change management skills and processes when introducing this new phenomena. Anticipate that there is a multi-month or even multi-year acceptance curve.

As with all major changes, e-learning will require champions, revision, and new sets of expectations. If we want to create a culture of learning that leverages e-learning, we will have to develop our learners as well as our content!