How to Approach Digital Transformation Training: Supporting People Through Change
Digital transformation is rarely just about technology. New systems, platforms and processes may be the visible outputs, but the real success of any transformation hinges on people – how they adapt, engage and change the way they work.
Yet many organisations underestimate the role of learning during transformation. Too often, training is delivered as a one-off event, late in the programme, with limited consideration for culture, language, confidence or long-term capability.
At InfoAware, we work alongside organisations navigating complex change. As digital learning and transformation specialists, we see first-hand how the right business transformation training can make the difference between adoption and resistance – momentum and frustration.
This article explores how to approach digital transformation training programs in a way that supports both organisational goals and human behaviour.
Why Training Is Central to Business Transformation
An estimated 90% of organisations are now undergoing some form of digital transformation (McKinsey & Company, 2024). Whether you’re implementing a new enterprise system, digitising processes, or re-shaping how teams collaborate, transformation demands new skills, new habits and often a new mindset.
Effective business transformation training courses help organisations to:
- Build confidence in new systems and processes
- Reduce resistance to change
- Maintain productivity during transition
- Create consistency across teams, locations and roles
- Embed change for the long term
Without a structured, flexible learning approach, even the best technology investments can fail to deliver value.
As Sophie Williams, Director at InfoAware and Digital Learning & Transformation Consultant, explains:
“Digital transformation doesn’t fail because the technology doesn’t work – it fails because people aren’t given the time, space or support to adapt. Training isn’t a ‘nice to have’; it’s fundamental to successful change.”
The Case for Digital Learning During Transformation
While face-to-face sessions still have a place – particularly for leadership alignment or “train the trainer” models – digital learning offers clear advantages during transformation.
Time and Cost Efficiency
Digital transformation training can be delivered at scale without the logistical burden of repeated in-person sessions. Learners access content when they need it, reducing downtime and travel costs while maintaining operational continuity.
Consistency at Scale
Digital learning ensures a consistent message across the organisation – critical when rolling out new systems or processes. Everyone receives the same guidance, terminology and expectations.
Multi-Language and Global Reach
For organisations with international operations, digital learning enables rapid deployment of training in multiple languages. This ensures clarity and inclusivity while respecting regional and cultural differences.
Learning That Fits the Flow of Work
Short, targeted modules supported by video, animation or interactive content, allow learners to engage without feeling overwhelmed. Training becomes a resource, not a disruption.
“One of the biggest advantages of digital learning is that it meets people where they are – geographically, culturally and emotionally,” says Sophie. “That flexibility is essential during periods of change.”
Designing Transformation Training With People in Mind
Successful business transformation training goes beyond system walkthroughs. It recognises that change is emotional as well as operational.
Cultural Sensitivity Matters
Training content should reflect the realities of your workforce. This includes language choices, examples, scenarios and even visual design. What resonates in one region or team may not land in another.
Digital learning allows programmes to be adapted without rebuilding from scratch – a crucial advantage during fast-moving transformation.
A Blend of Learning Formats
Different messages require different approaches. Effective digital transformation training programs often combine:
- E-learning modules for core knowledge
- Animation and motion graphics to explain complex concepts
- Video and audio content to humanise change
- Podcasts to support reflective learning
- Downloadable guides, posters and job aids for reinforcement
This mix supports different learning preferences while keeping content engaging and accessible to improve learner outcomes.
That’s why we provide learning consultancy services for supporting organisations through transformation and change. We work in partnership with you to design learning and development (L&D) strategies that align with your transformation goals – whether that’s adopting new systems, building new capabilities or supporting behavioural and cultural change. From the outset, we collaborate closely with you to define a clear, realistic scope that fits your objectives, timelines and budget, ensuring learning becomes an enabler of successful transformation, not a barrier.
Bespoke Systems Training: Helping Staff Hit the Ground Running
New systems are often at the heart of transformation but generic training rarely reflects how people actually use them day to day.
Bespoke software and systems training allows organisations to:
- Train staff on real workflows, not theoretical ones
- Use familiar terminology and data
- Reduce reliance on manuals and helpdesks
- Accelerate confidence and competence
Step-by-step video tutorials, scenario-based learning and role-specific pathways ensure staff can apply learning immediately.
“When training reflects real-world use, adoption increases dramatically,” Sophie notes. “People don’t want to learn everything – they want to learn what’s relevant to them.”
Learning as a Long-Term Asset, Not a One-Off Event
Transformation doesn’t end at go-live. Systems evolve, processes change and new people join the organisation.
Digital learning creates a living knowledge base that can:
- Act as a refresher for existing staff
- Support onboarding for new starters
- Be updated quickly as systems or policies change
- Reduce knowledge loss over time
This approach ensures transformation training continues to deliver value long after initial implementation.
Blended Learning: The Best of Both Worlds
While digital learning offers scalability and flexibility, blended approaches can enhance impact. “Training the trainer” sessions, leadership workshops or facilitated discussions can complement online content – creating ownership while maintaining consistency.
The key is alignment: digital learning should support, not compete with, human-led change activity.
Final Thoughts: Training as an Enabler of Change
At its best, business transformation training builds capability, confidence and clarity. It empowers people to move forward together not just comply with change, but understand it.
As Sophie Williams summarises:
“Transformation is about creating confidence in the future. The right training gives people the tools they need to move forward and the reassurance that they’re not doing it alone.”
At InfoAware, we work as a bolt-on L&D and transformation partner – designing flexible, practical and people-centred learning that supports organisations through change.
If your organisation is navigating transformation and needs training that truly supports adoption, we’d love to talk. Explore our business transformation training solutions and how we support organisations through change.
Interested in learning more about our digital transformation training and bespoke learning solutions? Get in touch with our team today.
