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For many of us, the holidays means making a list and checking it twice. As I sat down to create my gift list — the ones I want to give and the ones I’d love to receive— it made me think about the work I do and why I believe deeply in the power of change and the many gifts change can bring to an individual or organization.
Our last post discussed examining your organization’s culture and developing a strong internal communication strategy. Today’s post will explore the three remaining key focus areas and recommendations: documenting your current business processes, aligning your existing policies and SOP’s with the new business processes (ideally before go-live), and identifying (or creating) the unit within your organization that will manage your new ERP.
Last week’s post focused on the importance of assessing your organization’s health before a large-scale technology implementation and addressing potential issues before they impact project outcomes. This week’s post explores the areas of organization culture and internal communications, the issues organizations frequently encounter during change, and recommendations on how to address them.
This is a three-part series on identifying and addressing key issues that all organizations should consider when planning a large-scale technology transition.
Gratitude can transform common days into thanksgivings, turn routine jobs into joy, and change ordinary opportunities into blessings.
~ William Arthur Ward
Change management is a crucial aspect for any organization looking to maintain good culture, implement smooth change, and keep company employees bought into their strategic goals. A key ingredient in the change process is choosing the right change management approach to reach desired outcomes.
In most organizations, the CIO bears responsibility for leading the company through digital transformation and innovation. The most effective CIOs prioritize the people side of change. They recognize that successful transformation requires more than new technology that will drive their organizations forward; it requires people in the organization to adopt it.
Hey project managers, this one’s for you!
Your project is two weeks from go-live. Everything is in the green – on time, on budget, and on scope, yet there are more and more rumblings that the organization isn’t ready. People don’t understand why and what is happening. Only five percent attended the training. The sponsors are getting pushback from other executives. There is talk of putting the go-live on hold. What now?
The shortest distance between two points is a straight line, except when we are talking about change management.
We know that artificial intelligence (AI) will change how you do your job and how your organization does business. And it just might change the world.