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Maximizing Change, Minimizing Disruption: The Power of Change Management

Investing in change management when implementing Dynamics 365 for Business Central can ensure a smooth and successful transition for your business. With proper change management, you can effectively communicate the new system's benefits to your employees and ensure their active participation in the implementation process.

This can help minimize any resistance to change and increase the adoption of the new system, leading to improved productivity and efficiency. Additionally, change management can help identify potential roadblocks and ensure that the implementation stays on track, resulting in a successful rollout of Dynamics 365 for Business Central.

Don't let the fear of change hold you back from unlocking the full potential of this powerful tool. Instead, invest in change management and take the first step towards a more streamlined, efficient, and successful business.

How can Change Management benefit your organization, and WHY do you need this service?

Change management can help organizations implement new processes and systems, communicate changes effectively, and ensure employees are engaged and trained throughout the process. By investing in change management, your organization can thrive in an ever-evolving business landscape.
In a study by Prosci, a leading change management research firm, organizations with excellent change management are more than twice as likely to meet or exceed project objectives compared to organizations with poor change management (96% vs. 44%).

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What we need to know:

  • What's our corporate strategy? What do we want the team to "Get…" ie, why are we doing this change?
  • Benefits ROI and potential downsides  
  • Current process design? To be state design?
  • Known project risks and challenges

What we do:

  • Collaborate with project team leadership and HR to develop an accountability chart for the change management function by role and get sign-off.
  • Hold team members accountable for assigned tasks and deliverables within the roles of change management and overall project plan
  • Practice effective listening and repost consolidated concerns to the project team for evaluation
  • Work collaboratively to develop messaging for the team to ensure the message is delivered consistently
  • Work collaboratively to develop expected realities of the New "To-be-State"
  • Work collaboratively to develop process changes, job changes, system changes, identification of gaps
  • Accountable for preparing the LOB leaders and project team for the change management obstacles
  • Accountable for advising change management risks to the project team and executive sponsor team environment or one-on-one
  • Engage with the project team and LOB leaders during the go-live stage. Coach and support change resistance
  • Work collaboratively to develop solutions to challenges and engage in the execution
  • Translate project status and challenges/risks to the executive sponsor as required

How we do it:

  • Weekly reporting against the 6 key change management areas by functional area
  • Involvement in direct functional area management meetings facilitating with LOB leader directly
  • Involvement/Listening in executive team meetings
  • Involvement or Facilitation in cross-Functional team meetings
  • Involvement or Facilitation in job function cross-divisional team meetings
  • Together with LOB leadership/stakeholder/ project team, identify challenges (systems/processes/people). Block and tackle as required.
  • One-on-one coaching with all levels of leadership
  • Identification of key issues by functional area
  • As required, one-on-one training, coaching and skills development
Small

40-65 Hrs

Exercise the habit of honesty, openness and truth-speaking. Building safety for users to be straight and clear with concerns in a team or one on one. Build on the opportunity to create change for the future. Form new coalitions while forming the why and addressing concerns. Building trust in the process, people and leadership. Listen, listen, listen.

        15 to 25 Hours

    • Implementation Phases
      Strategic Decisions
      Planning
      As Is Analysis
      To Be Analysis
      Construction and Testing
      Actual Implementation
      Close Up
      Enhancement

             10-25 Hours

    • Process Change Phases
      Creating Urgency Forming the "WHY"
      Building Coalitions
      Developing the Vision Answering the "WHY"
      Communicating the Vision & Building the Buy Into The "WHY"
      Removing Obstacles Pointing Out the "Why" and Building Back the Vision and Strategy
      Short Term Win
      Building On the Change Driving the "Why"
      Driving Changes into Corporate Culture Driving Out Previous Political And Power Beliefs 

       15 Hours

  • Coping Stage
    Denial Defense Discarding Unlocking Change
    Adaptation
    Internalize Acceptance
Start Now
Medium

75-95 Hrs

Build on the habits of honesty, openness and truth-speaking. Drive on answering the "why" through opportunity enhancement. Show and tell with stakeholders. Speak truth to the solution and the risks. Show teams the benefits and explain the business case for additional data or workflow changes and the long-term benefits. Drive back to the vision and answer the Why often.

        30 to 40 Hours

    • Implementation Phases
      Strategic Decisions
      Planning
      As Is Analysis
      To Be Analysis
      Construction and Testing
      Actual Implementation
      Close Up
      Enhancement

             25-35 Hours

    • Process Change Phases
      Creating Urgency Forming the "WHY"
      Building Coalitions
      Developing the Vision Answering the "WHY"
      Communicating the Vision & Building the Buy Into The "WHY"
      Removing Obstacles Pointing Out the "Why" and Building Back the Vision and Strategy
      Short Term Win
      Building On the Change Driving the "Why"
      Driving Changes into Corporate Culture Driving Out Previous Political And Power Beliefs 

       20 Hours

  • Coping Stage
    Denial Defense Discarding Unlocking Change
    Adaptation
    Internalize Acceptance
Start Now
Large

110-330 Hrs

Nurture the adaptors. Handhold, one on ones encourage and empower. Reward success! Read back to the vision. Keep cycling the lagers behind in the previous cycle.

        30 to 40 Hours

        10 Hours Per Week of Design Stage

    • Implementation Phases
      Strategic Decisions
      Planning
      As Is Analysis
      To Be Analysis
      Construction and Testing
      Actual Implementation
      Close Up
      Enhancement

             40-250 Hours

    • Process Change Phases
      Creating Urgency Forming the "WHY"
      Building Coalitions
      Developing the Vision Answering the "WHY"
      Communicating the Vision & Building the Buy Into The "WHY"
      Removing Obstacles Pointing Out the "Why" and Building Back the Vision and Strategy
      Short Term Win
      Building On the Change Driving the "Why"
      Driving Changes into Corporate Culture Driving Out Previous Political And Power Beliefs 

       40 Hours

  • Coping Stage
    Denial Defense Discarding Unlocking Change
    Adaptation
    Internalize Acceptance
Start Now