70% of Systems Implementations fail; largely due to lack of buy-in
I get it. You’re about to spend a lot of money on implementing a new system – the last thing you want to do is consider spending MORE just to convince your whole team to actually use it.
Only, what will happen if they *don’t* use it? Or if it takes them longer than a month or two to really get on board, or to leverage it the way you anticipated so you can scale your organization without adding more people.
Would the money you’ve invested in the system be worth it then?
Companies often recognize they need help with the “Project Management” aspect of a new ERP Selection and ERP Implementation project. They don’t have enough resources to add a major project to their plates while they are busy with their day-jobs, so it makes sense.
However, they often overlook the importance of Change Management – which takes into account the readiness of the entire organization, specifically the END USERS of a system, to adopt the new system and work in a way that is new and different. After all, they have *told* everyone that they are implementing a new system. That should be enough, right?
Does it come as a surprise that most people don’t want to change? That even if they believe in the company’s mission, like their boss, and appreciate their job and co-workers; they’d much rather keep doing things the way they know how to do them, even if that is sometimes painful?
Change Management is MORE than an email being sent every few weeks. It’s more than telling people to watch a training video, or sit in a class with an instructor clicking all over the screen. It’s even more than writing out detailed processes or Work Instructions.
Change Management considers getting everyone in the boat ready, willing, and ABLE to row in the same direction. And as Patrick Lencioni says:
If you could get all the people in the organization rowing in the same direction, you could dominate any industry, in any market, against any competition, at any time.– Patrick Lencioni