Change Management Strategy: Change Management Strategy Existing Product, process , service Gap in performance Focus on fixing gap through targeted recommendations IMPROVE 1 Current product, process, service far Short of needs or No existing product, process or service Focus on creating vs. Over the years I have recruited SAP staff (contract and permanent) for many different companies across many SAP Implementations.
Now I am by no means qualified to advise on how to run a successful SAP project, but what I can share is my opinion formed from listening to many …many opinions over the years.
There are many factors that go into ensuring a successful implementation of SAP but the focus for this blog is the importance of Change Management and Training.
In my personal opinion an effective change management strategy, documentation and training is absolute paramount to ensuring the success of an SAP implementation. So, with this ‘it’s obvious” mind set, it’s almost a dirty word for Senior Managers in an organisation not to agree. It would appear that this is not always the case, or at least that Change Management and Training is not seen as important compared to other areas. So as a Project Manager with a tight budget, the one area to cut costs would be the change and training.
All companies and teams are different and different methods are needed for different situations. When it comes to change management training, there are lots of options to choose from.  As a buyer, what are some things you should consider and ask before you invest your time and resources? It's the richness of years of experience on the ground, dealing with Sponsor issues, project teams, setting up Change Agent networks, etc.
One of the problems with the term "change management" is that it can mean different things to different people. At its optimum, these concepts are so engrained in the organization that they become a cultural mindset.  Of course, you can't get to this change maturity level just by attending a training class! Training is much more meaningful and useful when you apply what you are learning to your own project, rather than to case studies or simulations that may or may not match your own situation. When you leave the training with at least a start on real project deliverables that is a huge plus! You should be realistic in your expectations that the training and education is an important component of building change management capacity, but it is not a singular solution. Whatever option you select for your organization, go in with your eyes open in terms of expectations and criteria for success.
It’s been said that change is hard, that people fear change, and that change is the only thing in life you can count on. That’s all well and good, but none of that conventional wisdom tells us how, specifically, to adapt to, manipulate, control, and effect change. And there has never been a better time to use change management training principles in your business!

Gone are the days of recession-proof companies, thirty-year careers, and family-owned dynasties. Mike Hourigan is a  Change Management Speaker, Keynote Speaker, Author and Consultant and specializes in Change Management Training. A Keynote Speaker can be the most important thing to pack for your next convention or association meeting.
The three things a keynote speaker wants to hear from his meeting planner to make his keynote speech a total success. Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising.
The BlueSky Solutions team have experience in the Public and Private sectors and can offer assistance in all aspects of the above, undertaking a partnership approach with your staff to ensure there is a strong focus on Delivery.In this current climate BlueSky Solutions understand how important it is to utilise resources effectively and it is with this in mind that we promise to leave a legacy of best practice with your staff.
BlueSky Solutions’ experience of delivering training ensures that our team has a culture of learning and teaching and that extends to our Change Management team. This Change Management Strategy PowerPoint slide features the three factors to be taken into account in any change strategy – reasons the change is being implemented, the design of the change, and how this change is going to be managed.
As a recruiter I have had the opportunity to observe from a distance and unobtrusively, how differently SAP projects are managed.
People love to talk and often people find it easier to brag, vent or advise someone who does not work with them directly. Since starting as a 20 year old at Speller International and knowing nothing at all about SAP, this was the “great debate” between many. One of the most common stories I hear as to why a project is running behind, or why the project team don’t believe they can deliver is almost always due to the business not being engaged or understanding how to use the system (and in some horror stories even after go-live!). Other companies have been more imaginative about how to approach this important part of the project on a very tight budget, and the ones I have witnessed first-hand really did seem to work. Our client had engaged a partner to do the implementation, a SAP BusinessOne implementation with a lot of business process change in addition to new systems. In both cases the project team thoroughly examined different options on how to train their business best within the budget they had. The goal of change management training is to ease transitions and develop methods for approaching, navigating, and employing change in a positive way.
According to the Bureau of Labor Statistics, the average person changes jobs every four and a half years.
Employees who are concerned about company changes need to be educated and empowered to voice those fears and concerns. Instead, change management training can be harnessed and used as a catalyst for spectacular results.
This team has experience in developing and leading major business transformation initiatives through their full life-cycle, as well as providing business analysis and project Health Checks.

As a trusted adviser to a few, a sounding board to others and practically invisible to many more I have learnt a lot from people about what makes a project successful and what factors have contributed to a failed project. Nearly 10 years on, Change Management and Training has been accepted as a very important aspect to ensuring the success of an SAP project (or any project for that matter).
If such situations are not managed correctly, that person will find a work around and push back against that change – it is human nature – it’s called pride!  This happens even in our small team at Speller when we change something as simple as our version of Outlook….never mind a full ERP system! Two specific examples come to mind straight away which are ones that I have been directly involved in (so maybe I am a little biased!). The company was upfront about budget restraints from the start, and decided to hire a team of only 5 external consultants, including a Change Manager with training management experience, effectively covering off two consultants in one. These contractors were placed on site within the business (warehouses, distribution centres etc) to support the business users within their roles. Pair that with the fact that Millennials tend to job-hop every two years, and it’s no wonder effective change management training is so desperately needed in so many workplaces! Change management training leaders must learn how to purposefully effect change instead of letting it affect them.
But over time, I began to understand that it wasn’t that I was super intelligent, it was actually the opposite… I was pretty naive and, like everything else, it all comes down to money! The other consultants we engaged for the team were SAP Training and Documentation consultants all of whom had strong experience with some business analyst experience also. The skillset of the contractors were not that of a straight trainer or functional consultant, the majority were SAP technical business analysts who had come from a Super User background.
We were upfront about budget from the start with our candidates, confirming we had lower than market rates immediately, most of who understood and negotiated their rate a little (it’s amazing what happens when you ask the question!).
This was very beneficial to the business as they were not only able to provide ‘on the job’ training for the users, they were also able to show them how to escalate issues, learn to identify the type of issues they were experiencing and what escalation points to take.
The approach this company took was to take the 5 external contractors and have them run “train the trainer” sessions for selected SME’s from the business. They were also able to assist with the roles such as raising the purchase orders to prevent the usual backlog of work due to the slower processing from the users.
They had the SME’s do the documentation (with the assistance of the external contractors), were trained on SAP and on how to deliver classroom, group and “one on one training”. This approach relieved pressure from the employees and allow them time to learn how to do things properly. This worked well as the business engagement was a lot higher due to the trainers being taken from within the business and training their peers.

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