According to Gartner, 70% of organizations will not achieve the expected business outcome from their technology change projects. Most of the risk comes from the people that need to change.
All implementations hit speed bumps that keep organizations from realizing the full value of their investment. Just as you need to define the technical requirements for an implementation, you need to define the human requirements – the behaviors necessary for success. Add steps like these to your implementation plan to improve adoption results and ROI.
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Make sure that everyone on your team understands the benefit of the upcoming change. Adopting new technology is disrupting and sometimes threatening. Everyone on the team needs to understand what's in it for them.
Assess the climate of your organization as you define the change. Is your team ready to change? How disruptive will this be? Are there other competing priorities? Does your team think this change is necessary? If not, help them understand that the change is essential. If the team isn't ready to change, help them get there. Clear competing priorities from the schedule. Change is challenging, so remove all the obstacles you possibly can.
Identify people who can form a change team that will help drive the change. Find people who are technically agile and good communicators. Engage an upper level sponsor who can provide authority and influence to the project. He or she will make sure everyone knows the new behaviors that are expected and keep up project momentum.
Create and schedule a training plan, so your team has the skills they need to successfully adopt the new behaviors. The training plan should run in parallel with your implementation, so your team has the skills to run your system as soon as it is launched. Remember to track training, so that staff that work hard and learn are rewarded and staff who don't engage are held accountable for holding your organization back.
Build a reinforcement plan that rewards people who adopt new behaviors, and has consequences for people who don't. When staff feel overwhelmed with change, they made respond by withdrawing from transition meetings and skill building. Put reinforcements in place to keep your team motivated.
Design a clear roadmap of the plan that describes when and how the transition will take place. For most organizations, this impacts different teams at different times and in different ways. Tell each group of people when they will begin the change, how they need to help and what is expected.
During the implementation, create places for your staff to provide feedback on the process and any issues they may have with the technology. If the team feels that communication needs to be improved, thank the team for their feedback and communicate more frequently, with more details, or in the form requested. If someone on the team has found a problem with the new technology delivering the necessary results, thank the team member for discovering that and work on a customization.
Contact Starkweather Association Services to engage Cirrus Change today. The Starkweather team are experts in technology adoptions and Cirrus Change makes change management an affordable component of your change plan. Cirrus Change provides education on best practices for technology adoptions, identifies your risks and provides take action steps so you can get the ROI your organization needs.