At Instructure, we're proud of how seamlessly our technical implementation and support teams can launch a platform like Canvas. From setup to security and through every support ticket, they get institutions up and running with excellence.
But once the system is live, the real challenge begins: Getting people to use it - well, consistently, and in ways that actually impact teaching and learning. This is where adoption comes in, which is more than just logging in; it's the empowerment of school leaders to plan for intentional shifting of users' knowledge, comfort, and confidence in using Instructure products to deepen teaching and learning. In fact, we've observed that "Canvas implementation is rarely the hard part" - it’s adoption that’s complex, because that’s where lasting change really happens. Implementation does not equal adoption; true adoption means lasting change, new habits, and aligned practices across the institution.
Too often, a Canvas rollout is planned by a group from administration and led primarily by an institution’s IT team, especially when the initial goal is tied to a delivery deadline, a compliance need, or a quick shift to digital learning. In these cases, key stakeholders - like instructors, curriculum developers, instructional designers, and coaches - are often left out of the planning.
The result? When the school year begins, those same users are greeted with a surprise: “Welcome back. Here’s the new system we’re using now.”
That kind of surprise rollout leads to confusion, frustration, and resistance. Without a thoughtful, people-centered implementation plan, even the most technically flawless setup can fall flat. Adoption stalls, morale dips, and leadership starts to question the ROI.
A Common Pitfall: The Missing "Why"
The problem often starts with a missing "why." Many institutions purchase Canvas without a clear, communicated vision for what they hope to achieve. This leads to the platform being seen as "just another platform" or a compliance tool, rather than a catalyst for instructional transformation.
I was once brought in to work with a small K-12 district (40,000 Users) as they began year one of their Canvas adoption. I arrived eager to help teachers bring Canvas to life in their classrooms. In a back-to-school training workshop, I had barely started building momentum when a well-respected teacher-leader stood up and said, “Why should I spend hours learning Canvas and rebuilding my content? The district will just switch again in a year or two.”
Her words hung in the air. The energy in the room shifted - maybe even toward a touch of hostility. Over the following weeks, I realized this frustration wasn’t isolated; it was a district-wide sentiment. While the current shift was from Google Classroom to Canvas, the year before they had moved from a different LMS to Google Classroom. Teachers had rebuilt their courses more than once in just a few years, and now they were being asked to do it yet again, without any clear commitment from leadership that this change would be permanent.
That’s change fatigue in action - and it’s one of the most common barriers to long-term adoption success. Even the best tools become burdens when there's no stability, no shared vision, and no plan to bring users along in the process. And once that skepticism sets in, it’s hard to reverse - unless you intentionally reset.
In this case, it took several months before I could meet with the superintendent and district leadership. Once I was able to recommend a multi-year roadmap for implementation - and they publicly committed to the initiative through emails and mentions on the district website - momentum began to shift. Trainings became positive and interactive, with schools eager to not only transfer their existing content into Canvas but also explore how to create more engaging, differentiated lessons using the platform’s tools. I could finally focus on helping educators leverage Canvas to enhance teaching and learning. The reality is, staff never disliked Canvas - they simply had no reason to commit if they didn’t see the district’s commitment. This is a very common experience we encounter as Instructure consultants.
And it isn’t just new adoptions that experience this misstep. Many institutions launch fast and plan to figure it out later. Maybe your Canvas rollout already happened. Maybe it’s been live for a year or two. Without a clearly articulated “why,” teams lose momentum. Trust erodes. Confusion grows. This same pattern of frustration and stalled momentum can happen at any stage of adoption - that doesn’t mean you’ve failed - it just means it’s time for a reset.
The good news? It’s never too late to re-center your implementation around a shared purpose. That one shift alone can help re-engage educators who have felt sidelined, overwhelmed, or disillusioned - and ultimately get your institution back on track for long-term, successful adoption.
You know there is a problem but where do you start to fix it? How do you take that shared purpose and turn it into confident action? This is your opening - your chance to reset expectations and rebuild trust with your team. Here are the three steps to get your educators back on board.
1. (Re)Build The Vision & Say It Out Loud (and Often)
Regardless of where you find yourself in the adoption journey, it is never too late to reset. Leaders can reflect on three core questions - and share the answers out loud, clearly, and often:
1. Why are we using Canvas? What do we hope to accomplish?
- Weak Answer: "We are using Canvas because it's the new learning management system our district purchased. It's the new standard for everyone."
- Why this matters: Lacks vision, sounds like a top-down mandate, and focuses on the tool rather than educational outcomes.
- Strong Answer: "We chose Canvas to create a unified, consistent learning experience for our students and teachers. We hope to build a central hub for all instructional resources, which will reduce confusion for students and allow teachers to spend more time on high-quality instruction. Our ultimate goal is to increase student engagement and create a more equitable learning experience for all."
2. Are we committed to this long-term, or is this another short-term fix?
- Weak Answer: "We'll see how it goes. For now, it's our official platform.
- Why this matters: Signals instability and reinforces fear of change fatigue.
- Strong Answer: "This is a long-term strategic investment for our institution. We have signed a multi-year contract and are building a 3–5 year roadmap for implementation. Our professional development budget and instructional design teams are all aligned with the vision of making this platform a permanent home for teaching and learning."
3. Is the work I’m putting into rebuilding and learning a new system going to carry forward?
- Weak Answer: "I hope so. Just do your best to get your courses ready for the semester."
- Why this matters: Places the burden entirely on educators and offers no reassurance.
- Strong Answer: "Yes, absolutely. The time you invest in learning Canvas and building your content is a lasting investment in your professional practice and our shared educational goals. We're creating a permanent, institutional-level course resource library and are providing dedicated training and paid time for content migration because we believe this work is foundational. Your effort will not be discarded."
Without these answers, adoption suffers. But with them? Even a “redo” feels like a new beginning - one worth investing in.
2. Reframe the Message
Once you've solidified your shared purpose, the next step is to communicate it clearly and confidently. This is how you can build or rebuild trust and address lingering skepticism. If your institution is correcting course, here’s what your users need to hear:
- “We’re resetting - not starting over.” - This acknowledges past efforts and signals a fresh, intentional approach. It honors the work already done while offering a clear new direction.
- “Your work will have a lasting home.” - This directly addresses change fatigue and the fear of wasted effort. By committing to a platform, you give educators the stability they need to invest their time and energy confidently.
- “We’re investing in doing this right.” - This shows that your vision is more than words - it’s backed by tangible support, like training, resources, and dedicated time, which is key to winning back buy-in.
When educators believe they're building toward something stable and meaningful, they're far more likely to lean in and give it their best.
3. Define Your VGSM - The Instructure Solution
To bring this to life, we encourage institutions to define their Vision, Goals, and Success Measures (VGSM) - which is Key Adoption Area 1 in our Adoption Success Rubric. This framework translates your purpose into a tangible, measurable plan:
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V = Vision: The "Why" in Action
Your inspiring statement that clearly articulates your desired future. It’s the “why” you developed earlier, now crafted into a public-facing promise.
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G = Goals: The "What" You Will Achieve
Specific, measurable outcomes that will help you realize your vision. Goals should be realistic, time-bound, and directly tied to what you want to improve.
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SM = Success Measures: The "How" You'll Track It
Metrics that prove whether you are meeting your goals. These data points show whether your efforts are working.
Defining these three components creates a clear roadmap - whether you’re launching Canvas for the first time or reigniting adoption after a slowdown. This behind-the-scenes work makes your public-facing message - that you are “moving forward with clarity and intention” - both believable and authentic.
Pro-Tip #1: The Power of SMART Goals
As you define your goals, it's helpful to remember the SMART framework. By ensuring your goals are Specific, Measurable, Achievable, Relevant, and Time-bound, you create a clear roadmap for success. This approach turns broad intentions into concrete actions and makes it easy to track progress, report on success, and stay aligned with your vision..
What Educators Need to Hear (and Believe)
If your institution is truly committed to Canvas, Mastery Connect, or any other Instructure tool, make it clear - say it often, and back it up in your timelines, training, and decisions. Put your goals on team meeting agendas, and when making choices, intentionally check that they align with your stated intentions and objectives. To build goodwill and strengthen support, communicate messages like these to the people driving your adoption’s success:
- “You have time.” We’re not expecting perfection this semester. Here is our 2 or 3 year roadmap.
- “Your work matters.” Any time you invest in learning or content creation is time well spent. We will be offering more training and you can also check out the on-demand training portal to support you on your own timeframe. (Consider providing asynchronous Canvas courses for your Instructors.)
- “You will be supported.” Through peer collaboration, professional learning, and leadership alignment, we’re doing this together. (Acknowledge effort, not just success.)
Last but not least: Identify your implementation front-runners - those early adopters and champions who are already making strides - so colleagues know who they can turn to for peer-to-peer support. Recognize and celebrate their efforts publicly. When educators see that their investment of time and energy is valued, visible, and directly connected to the institution’s and students’ success, they move from participants to true partners in the transformation.
Pro-Tip #2: Align With the Bigger Picture
Don't let your Canvas vision exist in a silo. Explicitly connect it to your institution's strategic goals. This alignment transforms Canvas from a simple platform into a strategic partner that helps your institution realize its biggest goals. When everyone understands how mastering this platform helps achieve shared objectives like improving graduation rates or fostering innovation, the "why" becomes undeniable.
