I have not had an experience in which I was met with resistance by my colleagues when trying to implement a new technology. The majority of my experiences have been assisting colleagues if they’ve had questions or concerns about using a particular technology; however, in these instances, they’d be attempting to use it and not resisting it. However, if I was ever put into the position of being met with resistance as I was attempting to persuade others to use a particular technology, I would follow the four steps identified in Keller’s ARCS model.
The easiest way to implement the model is in a training or workshop setting where you have the undivided attention of a few participants who may or may not be open to implementing the technology. As the presenter, you first want to gain the participant’s attention, as it is necessary to hook them and peak their interest in the new information being presented. The next step is to make the information relevant by showing them the importance of implementing the new concept/skill/resource. If participants do not see the importance of implementing the new, they’ll be convinced that the old still works just as well. Next, the participant’s confidence must be built. It’s not enough for them to understand the importance of implementing the new, but they need to be convinced that they can actually do it after the training is over. This is why one on one hands on training is important. It gives participants the opportunity to actually practice using whatever is to be implemented. Once participants are confident with the training provided through the workshop, this contributes to their satisfaction; and when they are satisfied, they are more willing to implement the new concept/skill/resource.
I commented on Thomas Jacobs’s blog @ http://jacobseduc8845.wordpress.com/2012/05/11/module-5-new-technologies-and-motivation/#respond and Stephen Zollinger‘s blog @ http://srzollinger.wordpress.com/
