Few things I have found helpful: - Digital learning to be integral part of overall learning design for the individual, rather than disconnected or disjointed one. - Need to keep on explaining "why" , before reaching to the what stage - Publish relevant content, helpful for their career progression and work efficiency - Create touch points to address concerns

Highlight both uses and non-uses of technology. If people know you have thought about when the technology is not appropriate, they are much better set up for when it is.

I would research on the benefits that my team need to obtain and highlight those benefits in the tools I am bringing, in order to ease the anxiety and increase their acceptance. It would also be necessary to provide availability and coaching so they feel supported and assisted in the learning and adaptation to the new digital learning tool.

Learning with the aid of a digital tool can be challenging while entertainment on a digital platform can be enjoyable, interesting and fun. The intent to bring these two comparisons is all about the mindset with which individual start an activity. I always tell people that get used to the tool and largely people are intuitive to figure out the tool and get the pleasure of mastering a new tool. Be open and allow them to figure out in a sandbox environment so that that they feel confident of it and make the best of it. Go with the mindset that people are smart and can learn. Give enough time to practice. Training can aid in getting familiar but push them to practice.

Communicate the purpose clearly on the tools implementation and how they allign with the team's roles and individual growth. Provide comprehensive training with hands on training by offering accessible resources like user-friendly guides. Manuals. FAQs, or even short tutorial videos.