Mandatory training is a fact of business life.
Companies need to ensure employees complete essential programs - from compliance and certification to onboarding and customer education. Recent studies show these required trainings make up over 60% of corporate learning needs.
Many companies turn to Learning Management Systems (LMS) to automate these essential training programs.
But even as the European LMS market heads toward US $25 billion by 2030, many implementations still fall short. Recent studies show that 70% of technology and digital projects fail to meet their objectives.
The main reasons have little to do with technology.
It's all about people
One fundamental mistake in LMS implementation is viewing it as “just another technology” rollout.
LMS adoption isn't about software. It's about the people using it.
Organizations often believe that simply buying an LMS will automatically improve their training. They spend thousands on a platform, only to see low completion rates and minimal impact.
Research shows that resistance to change causes about 39% of change programs to fail. Another 33% fail due to lack of support from leaders and managers.
Recent studies highlight key people-related factors in successful digital projects:
- Clear communication from leadership
- Employee buy-in and engagement
- Proper training and support
- Cultural readiness for change
Without getting people on board, even the most sophisticated LMS becomes just another unused tool.
The dream team of LMS success
Since implementing an LMS for mandatory training is a journey, not a one-time software installation, you need the right mix of personalities and skills to make it work.
While not everyone will immediately embrace the new system, these key players can help drive adoption and success.
1. The Digital Champion (aka the Learning Enthusiast)
Every successful LMS implementation needs this passionate advocate.
The Digital Champion isn't just excited about new technology. They see how automating mandatory training can transform the organization.
Often an HR manager or training coordinator, this person comes armed with statistics about missed deadlines, incomplete certifications, and hours spent chasing people to complete required courses.
They've already explored the platform's features and can't wait to show others how automation will make their lives easier.
Their enthusiasm is contagious, making them perfect for getting skeptical colleagues on board.
When someone says "Why change our training approach?", the Digital Champion has real examples of time saved and improved completion rates ready to share.
2. The Process Expert
Here's where things get interesting.
While you might think an LMS needs only tech-savvy champions, the Process Expert plays an equally crucial role.
Usually a detail-oriented training manager or operations leader, this person knows exactly how your mandatory training works - the good, the bad, and the inefficient.
They understand which processes need to change and, more importantly, how to change them without disrupting daily operations.
Their practical mindset helps translate big ideas into workable solutions.
When the team gets excited about automation features, the Process Expert asks the essential questions: "How will this help us with our compliance requirements?" and "What needs to change in our current certification process?"
3. The Executive Sponsor
LMS implementation follows a top-down approach.
Without visible support from leadership, even the best learning initiatives wither away.
An engaged executive sponsor (typically a Learning & Development Director or HR Director) demonstrates commitment by using the system themselves. They don't just talk about the importance of mandatory training.
They show it by participating in courses, sharing completion certificates, and celebrating team learning achievements.
When this leader actively uses the LMS, it sends a powerful message: completing required training matters to our organization's success.
4. The IT Partner
While learning automation platforms have become more user-friendly, having a skilled IT partner remains crucial. This person helps bridge the gap between learning goals and technical reality.
The IT Partner understands both the technical requirements and the practical needs of users. They ensure smooth integration with existing systems, handle data security concerns, and help customize the platform to match your organization's needs.
Most importantly, they speak both "tech" and "human," translating complex technical concepts into language everyone can understand.
5. The Department Ambassador
Here's an often-overlooked but vital role.
The Department Ambassador represents the end users - the employees who will actually take the mandatory courses.
Usually a respected team lead or department manager, they provide invaluable insight into how training really works on the ground. They'll tell you if courses are too long, if the content isn't relevant, or if the platform is too complicated.
Their feedback helps shape training that people actually want to complete, not just have to complete.
When colleagues see this trusted teammate embracing the new system, they're more likely to give it a chance.
The Black Sheep: The Status Quo Defender
No LMS implementation team would be complete without mentioning one character you definitely don't want: the Status Quo Defender.
Far more disruptive than a healthy skeptic, this person actively resists any change to existing training methods. Often a long-tenured manager, they firmly believe that tracking mandatory training manually "works just fine."
You'll hear them say things like "Our spreadsheet system works perfectly" or "People won't complete training without someone personally chasing them."
They're not interested in data about wasted time or the cost of manual processes.
Their mission?
Keeping everything exactly as it is.
But this character has no place on your LMS success team. Their resistance to change can derail even the most promising automation initiatives.
The importance of proper training
These team members typically come from different departments - HR, IT, operations, and management.
Each brings their own goals and perspectives to the table.
Success depends on aligning these diverse viewpoints toward a common goal - creating learning experiences that actually work.
This means:
- Setting clear objectives that everyone understands
- Providing consistent training on the platform
- Measuring and sharing results regularly
- Adjusting based on user feedback
Don't assume a few implementation sessions will be enough.
Learning automation is not like installing a new software update. Take time to train your team properly on how to use the platform effectively.
Conclusion
When implementing an LMS for mandatory training, organizations often focus solely on technical specifications and features.
This leads to either failure or limited success.
The key is winning over people first - their support determines whether your learning initiative thrives or dies.
Success requires a team effort, clear goals, and strong leadership support. You need proper training, measurable results, and most importantly, the right mix of people driving adoption.
Yes, automating mandatory training takes time and effort.
But with the right team in place, you can turn your learning automation goals into reality - creating training programs that actually get completed and drive results.
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