October, 2010

Today's Tip: Implementing Change Ideas: A Helpful Tool

visualOne of the common areas training and educational interventions are used for is to help introduce something new
(e.g. new technologies, software, or processes) that requires people to make and accept significant changes. So, how can we as instructional designers help the users through the change process? Maybe the place to start is to examine the strengths/weakness of the change itself.

We have had great success with using an adaptation of Everett Rogers' research and teachings on the diffusion of innovation. Rogers' book The Diffusion of Innovations identifies seven areas that affect user acceptance of significant change. They are:


  1. Relative advantage – The relative degree of gain perceived by the individual or group.
  2. Complexity – The degree to which the change idea is perceived to be easy to understand, easy to learn, and easy to use.
  3. Compatibility The degree to which the individual or group who is using a given change idea perceives like existing practices.
  4. Observability – The degree to which the benefits of the change idea can be readily seen.
  5. Trialability – The degree to which a change idea can be tested out without risk.
  6. Modifiability – The degree to which a change idea can be altered to fit localized applications and needs.
  7. Low Social Impact – The degree to which the change idea can be accepted without altering or impacting relationships that currently exist.


Our goal is to use training and other non-training solutions to maximize the strengths and minimize the weaknesses of change initiatives. We start by rating a change initiative on each of the seven user acceptance characteristics. For a copy of the prediction rating scale send an email with Predicting the Acceptance of Change in the subject line to darryl@dsink.com.


Next we summarize the strengths/weaknesses of the change initiative based on each of the user acceptance characteristics.


Finally, for each of the seven user acceptance characteristics, we list strategies and tactics that we can use to emphasize the strengths and minimize the weaknesses of the change initiative.


This information is used to help us design our training and educational interventions along with non-training interventions to emphasize the benefits and overcome the weaknesses of the change initiative. Give it a try!

Until next time,



When you have a project that must be completed in record time or that requires specialized skills, DSA’s project teams can provide a dedicated resource, a fresh perspective, a broad base of experience, and an innovative approach to your project.


Got A Big Change Initiative?

We Can Help! 


Does your organization have a change initiative that DSA could help to implement?  We have years of experience helping organizations shorten their payoff time on new initiatives.  

We offer just-in-time approaches to taining design, user documentation and quick aids to performance. Our solutions emphasize both strategic payoff and end-user acceptance.

Take a look at  http://dsink.com/


What's Happening at DSA?

New! DSA's website at dsink.com

Training Magazine's Live+Online Certificate Program with Dr. Darryl Sink – Instructional Design: Performance-Based and Results-Focused.

This course is comprised of four (4) live online sessions. All sessions start at 12:00 pm Eastern Time (New York time).

Session 1: Wednesday, November 3
Session 2: Friday, November 5
Session 3: Tuesday, November 9
Session 4: Friday, November 12

Each session is 2 hours in length. See more details and register here.    

The Course Developer Workshop Online is available to you 24/7. DSA's on-target, hands-on workshop for content experts/subject matter experts:
a great way to learn! Details at dsink.com 

Bring a DSA Workshop to your organization... Take a look....

Contact DSA

Darryl L. Sink & Associates, Inc.
One Cielo Vista Place
Monterey, CA 93940
Phone: 831.649.8384
Voicemail: 800.650.SINK (7465)
Fax: 831.649.3914
Workshops: Jane Sink, Vice President of Marketing