Global ERP Implementation
Challenge:
Our global client had grown by acquisition of businesses across the globe. This meant they were working across a range of cultures and had inherited a variety of different finance, project management and reporting systems. To provide global consistency in capturing and reporting information, the CFO had invested in Dynamics 365 as the company wide finance and operations system.
The internal implementation team realised that managing this huge business transformation required both the implementation of robust processes and expert guidance. They approached us to help them create and execute a detailed change management strategy that would lead to the development of repeatable processes and tools.
Our Solution:
The company’s experience of the Prosci ADKAR model aligned well with our own approach.. We decided on focus on delivery of the five stages – Awareness, Desire, Knowledge, Ability and Reinforcement.
Phase 1 – Create a change management plan: this had to support the significant level of change the new system would bring, not only to those working in Finance, Projects and Operations management, but everyone throughout the organisation. The plan set out the proposed methodology and supporting processes and tools that would need to be developed. With an initial roll out in two pilot areas – Australia and the Netherlands – we were able to test and improve the approach before the full implementation.
Phase 2 – Devise and develop the supporting processes and tools: this included a change impact assessment for the pilot regions delivered via a series of workshops and used to underpin the communication and training plans for the whole programme. We developed a set of communication tools including webpages, emails and targeted presentations which focused on helping impacted groups understand the ‘why’ and ‘what’ of the transformation process. A change readiness assessment was also used to help identify and remedy any gaps in user understanding prior to go-live.
Our Solution:
The company’s experience of the Prosci ADKAR model aligned well with our own approach.. We decided on focus on delivery of the five stages – Awareness, Desire, Knowledge, Ability and Reinforcement.
Phase 1 – Create a change management plan: this had to support the significant level of change the new system would bring, not only to those working in Finance, Projects and Operations management, but everyone throughout the organisation. The plan set out the proposed methodology and supporting processes and tools that would need to be developed. With an initial roll out in two pilot areas – Australia and the Netherlands – we were able to test and improve the approach before the full implementation.
Phase 2 – Devise and develop the supporting processes and tools: this included a change impact assessment for the pilot regions delivered via a series of workshops and used to underpin the communication and training plans for the whole programme. We developed a set of communication tools including webpages, emails and targeted presentations which focused on helping impacted groups understand the ‘why’ and ‘what’ of the transformation process. A change readiness assessment was also used to help identify and remedy any gaps in user understanding prior to go-live.
Outcome & Benefits:
Our in-depth experience of business transformation, and detailed understanding of the chosen Prosci model, allowed us to put in place a robust and highly efficient change approach. Our development of re-usable tools, effective messaging and a clearly understood pathway enabled the implementation team to focus their activities in a way that best supported the impacted users.
We provided advice and guidance to the training and communications teams to ensure that messages received by users were suitably tailored – enabling the person in question to understand what was changing and why, and how the change would impact their day-to-day tasks. In addition, we developed the processes and tools in a way that ensured they can be used for all stages of the roll out but also continue to bring benefit to the programme until the implementation is completed.
Some words from the client
“It was fantastic to work together with Liz, who has an exceptional expertise within change management and facilitating change. She is one of those people who not only will go the extra mile, but the next ten miles as well, and has that inner personal motivation to do a good job on a project. In addition, she will contribute to a harmonious and positive work environment whilst doing so.”