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May is Mental Health Awareness Month. As the world moves forward from the pandemic and more organizations restart or ramp digital transformation plans, people are still trying to regain their footing in the workplace and personally.
When beginning a digital transformation project, most organizations are focused on their future vision. While knowing your goal state for business processes and systems is important for a successful transformation, it is also important to leverage your current state. The Tambellini group explains that doing so can be energizing for teams by bringing together problem silvers and removing day-to-day issues that may arise. Here is how leveraging your current state will optimize your end goal and help you get there.
Angelo Mazzocco recently joined the Avaap Advisory Services team, bringing years of CIO experience as well as a view from the enterprise technology buyer perspective. We asked him to share insight to guide the decision process when buying ERP or other enterprise software.
For organisations wanting to start their digital transformation journey this year, many will hit a change fatigue roadblock, discovering it is daunting to just think of the logistics involved amid remote work and pandemic uncertainty. With years of experience offering a blend of onsite and remote resources, Avaap consultants made an early transition at the start of COVID-19 concerns to execute fully or partially remote implementations and are eager to share the success secrets.
The Five Love Languages by Gary Chapman explains different ways people experience and express love. You may already know what your love language is - are you a quality time person? Or maybe you value acts of service. Avaap’s love language is a successful ERP implementation. Here’s how we know:
In our previous resilience blog post, we described strategies you can employ for strengthening the resilience muscle and how, positive relationships can bolster personal resilience and are important for supporting others, especially as they navigate setbacks and disruption. As working patterns have shifted significantly to remote networks, employees are left without the personal interactions that they’ve been accustomed to and are crucial for healthy engagement. According to a recent Gartner survey of 800 HR Executives, 88 percent of organizations have encouraged or required employees to work from home related to COVID-19.
This year has been one for the books. Social distancing, wearing masks, new hand washing routines all against a backdrop of social, economic and political unrest. We have all learned lessons on how adaptable and flexible we are or aren’t as individuals and organizations. 2020 has brought so much change that we are now living in a fatigued state. Gaining some insight into the mechanics of fatigue can help you take a pause to refresh, reset, and focus on the way forward with a different mindset.
The global pandemic required businesses to respond quickly and make changes to how work gets done, but it has also created permanent change for the future. We are in new territory and the structure and complexity of this change is unique and atypical. Leaders are increasingly faced with the challenge of ensuring their people stay focused, engaged, and productive and with the pressure of continued uncertainty, it’s more important than ever that companies invest in strategies to strengthen resilience post-pandemic.
Many organizations often struggle with transformational change and police departments are no different. Unlike other large organizations, police departments usually do not have an internal communications function within their leadership structure. Most will have a Public Information Office (PIO) or media relations specialist, but no role devoted solely to internal communications. The lack of such a role can hinder transformational change, whether it is technology based or organizational in nature. Furthermore, the lack of an internal communications role within any organization often points to a lack of a strategic approach to communications in general.
By Michael Sponhour, Molly Hood, and Leslie Heilman