Steps to Success

On a scale as large as this, a rudderless ship will never find shore. Before you move ahead with your training plan, you'll want to identify a person or team to be accountable for the rollout of your new PDC. Watch the video to learn more about the skillset and experience you'll be looking for. Then, move on to Step 2.


 

It's important for all employees to buy into the value of the PDC, but top-down mandates are not the recommended approach. Instead, pick out the most respected and influential peer-to-peer leaders in your organization and ask for their help. By the time this project gets rolling, they'll be more than deserving of any recognition you can give them. You'll want these champions in place to help with Step 3.
 

Poor communication is the fastest way to a failed implementation. Stay ahead of the message by taking the initiative on PDC communications. We know this isn't your typical training and develoment process, but the PDC exists to help your team become more comfortable and efficient in their use of technology. Make sure everyone is on the same page, then you can set your sights on Step 4.
 

You may be responsible for raising awareness of the PDC, but the growth and development of individual employees ultimately falls on the shoulders of their direct supervisors. There's more than one side to the PDC, and leaders will need to know where to go to review course progress and what to do with the information they find. Without their help, Step 5 will be all but impossible.
 

It's tempting to kick back and relax when your initial implementation is finished, but one of the primary reasons for the PDC's existence is its role in your long-term training strategy. The days of paid "refresher training" are long gone. As you bring in new employees or look to expand the skillsets of your more seasoned staff, it's up to you to make sure the PDC is a focal point of onboarding and cross-training for years to come.