Change, adoption and training
Nothing is broken. The data loaded, the reports run, and yet the spreadsheet is still open, the approval still arrives by email and two sites are running two different processes. That gap between going live and actually working differently is where most of the value of a project is won or quietly lost.
Dynamics 365, Business Central and Power Platform, for the people who have to use them.
Sound familiar?
They just keep doing the bit that matters somewhere else. None of this means people are difficult. It usually means the new way is harder than the old one, or nobody explained why it changed.
Before calling users resistant, it is worth asking whether the process actually works, whether the data can be trusted, and whether anybody told them the reason.
People finish the job outside the system because that is still the quicker route.
A session two weeks before go-live, on a process that changed again afterwards.
Same rollout, same material, completely different working day.
If leaders do not use the new controls, nobody below them will either.
So each site quietly invented its own version of it.
That is not a ticket problem. It is a knowledge gap with a queue in front of it.
How this works
The sequence matters more than the material. People need to know what is changing, have a say in it, practise it, and then find help close by in the first week of real work.
Evidence
The strongest evidence of how we work comes from the organisations we work with.
80%
of our business comes from existing customers and referrals.
The best I’ve ever experienced in over 20 years of collaboration.
Programme Manager, Hill & Smith Plc
RAPID Learning Portal
Go-live does not prove adoption. Implementation training should not consist only of workshops delivered before go-live, so we provide a structured learning environment users can return to, while giving appropriate management stakeholders visibility of learning progress and assessment information.
Learning does not end at go-live.
One structured journey, in two phases.
Implementation
Live service
Management visibility of learning progress and assessment information, across both phases where the portal supports it.
Across the methodology
Where the portal is used, it operates across the stages of our hybrid implementation methodology rather than appearing as a training week near the end.
Understand
Early process learning, before design decisions harden.
Design and playback
Users build an understanding of the future processes.
CRP
Learning against representative end-to-end processes.
Prepare
Structured role and process learning for the people who will work in the system.
Assess
Check understanding rather than record attendance.
Go live
Learning available at the point of need, while real work is happening.
Stabilise
Reinforce the areas where difficulty is actually showing.
Support
Continued self-learning and refresher content.
Four honest checks
At four points we stop and ask whether the organisation is genuinely ready for the next step. Each one has an outcome that includes slowing down, because that is sometimes the right answer.
You cannot prepare people until it is clear which processes change and who makes the decisions when two areas disagree.
Confirmed at this gate
Decision
Swipe, drag or use the arrow keys to move between decisions.
Where do you stand?
Answer a few questions about your situation and we will tell you whether this looks like training, process, platform or something that needs a harder conversation.
Question 1 of 5
0 of 5 answered
Before you call
A conversation, not a pitch
The team still in spreadsheets, the approval that never left email, the site running its own version of the process. Start there and we will tell you what we would look at first.
