February 2, 2023
Can!do will facilitate your capability development strategy

Can!do will facilitate your capability development strategy Editor Can!do is a leading consulting company in South Africa, with over 25 years of expertise in training, support, change management and business performance. Our core focus is to improve employee skills, facilitate digital transformation and increase the capabilities of South African companies. As such, we offer three fundamental services; change management, capability development and performance optimisation. These allow our clients to meet their full potential by improving the skills, knowledge and abilities of their employees. Our business idea is quite simple; if people understand their roles in the company and have the necessary tools and skills to perform well, then they will contribute exponentially to the success of the company. They can achieve this through capability development. For companies that want to grow and improve, a capability development strategy is necessary to guide employees and managers through a structured process. Can!do can help businesses with the formation and execution of these strategies. What is capability development? Essentially, capability development is the process of creating new competencies for employees or enhancing their existing skills. It enables employees to perform better and ensures that they are all aligned with business processes, systems and goals. A company is only as good as its employees, so they need to work seamlessly with one another and understand all the fundamental aspects of their roles. Change is inevitable. Businesses evolve, technology improves and new systems are developed on a regular basis. This is why it’s vital that businesses are prepared for change and that their teams can adapt to new methods of work. Skills development, technology integration and ongoing training are core components of a good capability development strategy. This process will help employees to learn new competencies and build upon their existing skills to ensure personal growth and development. In turn, teams become more effective, efficient and accomplished. How Can!do supports businesses If you equip your employees with the right skills, abilities and tools, then they can run business processes and systems more effectively. This makes companies more competitive overall. Can!do develops tailored performance support processes to suit each company and their requirements. This is a practical approach to capability development that ensures employees always have the right information to improve their work abilities. Using a range of blended learning materials, facilitated interventions and support toolkits, we empower employees to carry out their tasks more effectively. Why does a capability development strategy matter? Technology is evolving rapidly and businesses need to stay abreast of new ways of working if they are to remain competitive. The success of any business relies on the collective capability of its employees. This includes daily tasks, problem-solving abilities and using technology to its full potential. While it’s simple to say that skills development is a necessity for businesses, the actual process is more complicated to set up. Employees still need to perform their routine tasks and meet daily deadlines, so it can be challenging to slot training workshops and courses into the normal workday. This is where the strategy comes into play. A well-defined process with clear goals and timelines will allow companies to function normally and include learning sessions in the process. It will allow employees to be agile and ensure that they can attend training sessions when required. The strategy will also minimise downtime while employees are taking part in sessions, but also reduce attrition and money spent on recruiting new staff members. Can!do will develop and implement these strategies to suit each client’s needs. It must fit the requirements of the business and be impactful for the employees. A successful programme will foster a culture of continued learning and development. When executed well, capability development results in a more effective, competent and happy workforce. For more information about our services, please contact us today. ___ Can!do works with large enterprises in South Africa to maximise the value of their employees, technology and business processes. To do this, we offer three fundamental services; change management, capability development and performance optimisation. We have 30 years of experience in these fields and have worked with leading companies in South Africa. We are a certified Level 2 B-BBEE company and a leading provider of new business systems and processes that drive user adoption. For industry insights and news, please follow us on Facebook, LinkedIn and Twitter. Contact Us

January 11, 2023
Why your company needs to optimise its systems

Why your company needs to optimise its systems Editor Businesses can always be more efficient. Optimisation means analysing your systems and processes to see where issues lie. Once these are identified, business leaders can establish new methods for making the company more efficient and cost effective. Optimisation can include changing some of these systems and practices or shifting some tasks from manual to automated. It could mean increasing sales through better understanding of what your customer needs and, therefore, enhancing their experience. Optimisation can also include reducing waste or costs and increasing the level of performance all round. If there are blocks in efficiency due to poor communication or a non-aligned culture, optimisation would mean improving on the human and resource capital already in place. This can yield greater results. There are a number of key benefits for a company that optimises its systems. Optimise for efficiency The first and most obvious outcome of optimising your business is improved efficiency. This could impact the time it takes to complete a task. For example, shifting from manual to automated systems frees up an employee to focus on other tasks that could yield more value for the business. Completing projects faster has a huge impact on the use of your employees’ time as well as your delivery cycle to clients. Similarly, minimising wastage of time and resources affects your profit margin as well as your employees’ morale. It is important to note that optimising doesn’t necessarily mean allocating less – be it time or resources – to something. A Harvard Business Review article on the subject reminds us that some costs, such as extra staffing, higher salaries or increased training, can actually lead to a more efficient and highly functional system. Optimise systems for better innovation and adaptability In today’s economic climate, being change-ready and prepared to pivot can mean the difference between becoming extinct or thriving in a whole new way. If your systems and processes are optimised and streamlined, your business is much more likely to adapt and innovate as needed – allowing for rapid action and smart decisions and being able to take unforged pathways to meeting your business goals. Having access to relevant and updated information is crucial in being able to understand where things are and aren’t working. This serves to avoid poor decisions and knowing where to focus for improvement. If your data processes are optimised to the extent that they are automated, streamlined or at least prompt, it equips your employees with what they need to deliver on their mandate accurately and timeously. Optimise your performance management If you have systems in place to monitor and track your employees’ progress and performance, you are able to identify problems before they hold you back. This enables you to offer support, continuous improvement and, where necessary, take steps to manage poor performance. It also ensures that you can acknowledge and encourage star performance. Optimising your performance management approach means improving your human capital. All of the above point to the same outcome – an all-round improvement in your bottom line. Reducing waste, errors and saving time, combined with a more consistent and engaged employee performance all have a massive impact on customer experience, which in turn leads to increased customer loyalty and profit margins. Why optimise your systems and processes? An article in Forbes states: “Most business teams want to improve performance. More customers. High profits. Lower overhead. The metrics may vary, but improvement is always the goal.” An optimised business performs better, is more reliable, safer and able to compete more effectively in the marketplace. It is so much more than how you manage your day-to-day business. Optimising means having your team working on the right things, focussing resources in the right places, using what you have wisely and efficiently. It is the way to ensure your business survives and thrives in the future. Process and system optimisation with Can!do With analytical software and methodologies, Can!do provides insight into accurate and real time metrics that enables you to monitor and adjust your unique systems and processes to achieve optimum results. Our solutions report on anomalies and exceptions as they arise so that you can take early corrective actions. Reporting like this will improve your process adherence and leads to an increase in your business efficiencies and decisions. For more information about our services, please contact us today. ___ Can!do works with large enterprises in South Africa to maximise the value of their employees, technology and business processes. To do this, we offer three fundamental services; change management, capability development and performance optimisation. We have 30 years of experience in these fields and have worked with leading companies in South Africa. We are a certified Level 2 B-BBEE company and a leading provider of new business systems and processes that drive user adoption. For industry insights and news, please follow us on Facebook, LinkedIn and Twitter. Contact Us

January 9, 2023
When is change management needed?

When is change management needed? Editor Change happens so regularly that it has become inevitable. An online poll revealed that around 70% of organisations experience four significant changes in a five-year period. Businesses can prime themselves for success by implementing appropriate change management. While some constant incremental changes may not cause a massive disruption to the business, transformational change involves huge shifts that radically shake up existing ways of working. To ensure that businesses can adapt in the face of constant change, they need to ensure they are effectively managing that process. Transformation is a large scale change. It can involve a massive shift in a company structure, business process, its people or organisational workflows. It requires a lot of time and energy to implement such transitions. As a result, change management is required to ensure a successful completion of the transformation. Adaptive changes, on the other hand, are small changes that companies need to address over time. These are typically minor adjustments and fine tuning that leaders execute on a regular basis. If employees are willing to embrace it, these adaptive changes serve to improve performance and profitability. When is change management needed? Change management is needed when a business wishes to alter one or more of its main processes and undergo transformational shifts. The goal of the change is normally to improve effectiveness and performance. Common situations where change management is required include changes to management, culture, technologies, products or services, and during mergers and acquisitions. A massive overhaul of an executive or management team will require a change management programme. Putting new people in at the top will create some instability and insecurity. Organisations generally become unstable while the new leadership team aligns to a common vision and goal, learning a new role and developing the skills that are needed to perform effectively within the organisation. A change in leadership can also create insecurity among staff. For some employees being told they’ll get a new boss may come as a relief, but for others it may be daunting to learn how to work with someone new. Teams may be unsure of what is expected of them and feel insecure about their roles. Change management during cultural realignment When organisations embark on a culture realignment programme, change management is often required. A cultural realignment intervention normally happens when there is no clear vision, mission or purpose. Each executive may be chasing different goals, such as profits, excellence or customer service. Bringing an executive team together may mean unifying their approach. It can also involve unpacking what their corporate values actually mean in terms of concrete behaviours they wish to see in the environment. In a toxic work culture, instilling a more aligned culture can mean a radical shift in attitude, interpersonal relationships and working style. It may mean working with people from different departments or adopting a more effective model of communication. Implementing a change management process can help ensure that employees are invested in the process, understand why it is taking place and take steps to ensure that the desired outcome can be met. Transforming your business with new technologies Implementing new technologies which optimise work flows and production can radically shake up an organisation. A new customer management system (CMS), for example, may require all employees to learn new software and implement new processes in their daily operations. About two thirds of people don’t like to leave their comfort zones and only do so on rare occasions. This means it can be difficult to get employees to change their existing ways of working. It may mean a steep learning curve and initial drop in productivity. There may also be some resistance as employees may not see the benefits of the new tech system. This is where change management comes in. Through a well planned and structured change management approach, employees are taken along the journey, given the right skills and receive appropriate training. Change management when introducing new products and services Companies that wish to introduce a new product or service feature will need to undergo appropriate change management. Launching a new offering requires staff to focus on multiple things at the same time. Employees need to take care of existing products, services and customers. At the same time, the company prepares for and launches its latest product or service. Going through the innovation cycle necessitates out-of-the-box thinking. It requires a process of prototyping and testing. They may be mistakes and failures along the way that need to be dealt with. Keeping morale and motivation levels high is important. Leaders need to ensure that mistakes become opportunities for learning and growth. Innovation demands diverse skills. Planning, designing and implementing a new product or service is a multi-step process that needs to be supported through robust change management. Without appropriate support, employees can lose track of the goal, feel overwhelmed and become stressed. Leaders need to have suitable coaching skills to ensure that staff are well-informed, motivated, engaged and have the space to voice their concerns. Supporting your staff during a merger or acquisition Change management is needed when companies undergo a merger or acquisition. This is a radical transformation for any business and workers will experience massive change as a result. New premises, new teams, new bosses, new products and services, new software and systems, and new customers are all likely during a merger or acquisition. Creating a smooth transition will soften the effects of radical change. It can help employees to deal with their resistance and insecurities. Change management support may also include e-learning materials and other job guides that help employees learn about their new roles. Change management in today’s world In today’s current economic and socio political climate, unexpected crises have become the norm. Whether it be wars, pandemics or energy crises, organisations need to be flexible and agile in the face of change. Companies that can adapt and take on a growth mindset are likely to take the lead against their...

January 6, 2023
Why measurement and reporting are critical to your KPIs

Why measurement and reporting are critical to your KPIs Editor A problem identified is a problem that can be solved. Similarly, when there are successes in business performance, it is good to know and learn from them so that they can be repeated. Key performance indicators (KPIs) are the metrics that allow organisations and individuals to track and measure how they are faring against business objectives. Once you understand what you are getting right and wrong, you can then decide where and how to improve. If reported on regularly, KPIs allow the business to measure the progress of projects or employees, to monitor the health of the company and to analyse patterns and cycles over time. They are also used to analyse your business systems and processes to ensure they are achieving optimum results. Measuring KPIs provides timely and regular opportunities to make adjustments to align with the wider business strategy, as well as to solve problems before they become critical. Through ongoing reporting, potential opportunities can be picked up and actioned while the opportunity is still there. Which KPIs are important to measure? According to Forbes, the types of KPIs that are important to measure in your business include: Financial KPIs – For example, profit margins, so that business can assess where and how to grow. Sales KPIs – These includes the monitoring of lead generation, for example, so that the sales department can understand where to focus their resources and time. Marketing KPIs – A range of metrics comes into play here, such as social media conversion rates and landing page conversions, for which timely analysis and adjustment is key. Never more so than in our current digital age, according to the Wall Street Journal. Operational KPIs – To measure and understand how efficient your business systems and processes are, as well as keep tabs on expenses. Product KPIs – For product based businesses, it is essential to track returns or which products are damaged or wasted. Measuring and reporting goes hand-in-hand If you are only measuring, but not reporting on this data, then it is impossible for the team to act on it. If there is not ongoing and appropriate measurement, then it is impossible to know whether you are tracking on small or big goals or even to what extent you are achieving the tasks you have set out to do. Having the right KPIs in place and measuring them regularly provides the opportunity to get an overall snapshot of the business, as well as to zoom into more specific aspects – like employee engagement or turnover, net profit or revenue. In general, KPIs are set for yearly goals (as well as quarterly) and are reported on often so that adjustments can be made as needed. Effective KPI measurement and reporting lead to business success In terms of the humans within an organisation, measuring and reporting on KPIs can provide structure and accountability for employees, as well as contribute to morale. If an employee is tracking towards their individual goals and they see regular data as evidence of such, it can add to a sense of being on the right path at the end of each reporting cycle – be it a week, month or quarter. Many businesses link KPIs to incentives and bonuses to create a culture that celebrates success. If there are departmental KPIs set, it can also encourage team members to collaborate and communicate with one another. Once you have the right data, it becomes possible to make wise business decisions. Data also supports strategy and goal setting. When measured appropriately and reported on regularly, KPIs are an asset to your business efficiency and to developing your human capital. Through our intelligent KPI dashboards, Can!do offers measurement and optimisation services to get your processes and systems operating at maximum potential. We support user adoption and capability development to boost your business efficiency. Through customised measurement and reporting of KPIs, business leaders gain insight into their unique systems. This allows for improved insight through real time metrics. For more information about our services, please contact us today. ___ Can!do works with large enterprises in South Africa to maximise the value of their employees, technology and business processes. To do this, we offer three fundamental services; change management, capability development and performance optimisation. We have 30 years of experience in these fields and have worked with leading companies in South Africa. We are a certified Level 2 B-BBEE company and a leading provider of new business systems and processes that drive user adoption. For industry insights and news, please follow us on Facebook, LinkedIn and Twitter. Contact Us

December 8, 2022
How change management can benefit your business

How change management can benefit your business Editor Change management is a structured process for implementing new tools, systems or roles within a company. It guides this process towards a desired outcome. By supporting people in the business to adopt new ways of working, organisations can become more agile and productive through this period of transformation. Without a carefully planned and structured approach, change can result in chaos. Employees need to be taken along the journey with the appropriate amount of communication. Change needs to be carefully planned so as to cause minimal disruption to workflows and business as usual.  It also needs to be implemented strategically, with clear milestones and measurements in place. This helps to monitor the pace of change, ensuring that the right balance of change brings the organisation swiftly into its new status quo.  Change management requires employee buy-in Change can bring about resistance among employees who are set in existing ways of working. It may require staff to set aside tried and tested ways of working in favour of unfamiliar tools or processes. This can result in cognitive fatigue as teams need to put more effort into how they do their jobs.  With any big transition, there is an inevitable reduction in productivity as the existing status quo is challenged. However, this can be alleviated with appropriate change management interventions.  A key feature of change management is proper planning and communication. Staff need to be engaged in the process from the onset so that they are aware of the upcoming changes and have a chance to voice any concerns. Getting staff buy-in goes a long way to prepare them for the process. Employees will feel more invested if they have been part of the process from the beginning. For change to bring about a satisfactory return on investment, the process needs to be guided from start to finish by an expert team. Through the change management process, leaders can uncover organisational problems that need to be addressed. This can breathe new life into a company – dusting out the cobwebs and preparing for forward movement.  Improved communication and collaboration Disrupting normal ways of working can cause confusion and anxiety, so to mitigate this, change management involves a strong focus on communication and collaboration. Bringing staff together means breaking down silos, addressing interpersonal issues and making sure everyone is heading towards the same common goal.  Clearly defined key performance indicators (KPIs), strategies and targets help to create a safe space in which change can take place seamlessly. It’s important to control and monitor the variables to ensure that employees are appropriately informed and guided throughout the process, even with continued support after the training sessions. The change management process can create a sense of purpose. Having a shared vision serves to reduce friction and improve collaboration among staff. With everyone working toward making the project a success, teams are more easily motivated.  Learning to deal with change gives staff the skills they need to keep on innovating. Performance increases when people feel supported and understand the change process. Having gone through a change management process, employees will be more adaptable and agile moving forward. This sets companies apart in today’s competitive business world as employees will be able to respond quickly to customer demands and changing market conditions. Change management leads to more strategic decision making As part of change management, companies can choose to include leadership training. This serves to strengthen leadership skills and develop better awareness. Equipping managers and executives with new tools and soft skills can help them in their management of employees.  Through suitable training, leaders can improve their emotional intelligence (EQ) – an essential component of decision making. Leaders with a higher EQ are able to navigate challenges and come up with solutions more effectively.  There are many skills connected to decision making. Developing these skills will naturally lead to better capabilities. Leaders need to learn how to problem solve. Taking a neutral stance and focusing on the relative details can helps leaders to make decisions more efficiently.  With proper planning and organisation, leaders can improve their time management and organisational skills too. Knowing what tasks to prioritise and delivering status reports on time ensures that leaders can make the right decisions at the right time. Taking a structured approach to change Adopting a change management process offers a number of key benefits to businesses. If properly executed, change management will reduce costs while boosting performance. Engaging employees in the process ensures that they are invested and motivated.  Change requires careful planning and management to minimise the effect on existing workflows and business. With appropriate training, employees at every level of the organisation can benefit from the process, learning new skills along the way. For more information about our services, please contact us today. ___ Can!do works with large enterprises South Africa to maximise the value of their employees, technology and business processes. To do this, we offer three fundamental services; change management, capability development and performance optimisation.  We have 30 years of experience in these fields and have worked with leading companies in South Africa. We are a certified Level 2 B-BBEE company and a leading provider of new business systems and processes that drive user adoption. For industry insights and news, please follow us on Facebook, LinkedIn and Twitter. Contact Us

December 7, 2022
Can!do offers training material development for your business

Can!do offers training material development for your business Editor Change is inevitable and businesses need to keep up in the age of remote working and rapid digital transformation. This requires constant evolution and adaptation through skills development. Employees must know how to work with new technologies and become familiar with updated processes. This needs specialised knowledge and expertise in change management and instructional design. Consider hiring a professional partner to manage your employee upskilling. Can!do is a leading consulting company in South Africa, with around 30 years of expertise in training, support and change management.  We improve employee skills, facilitate digital transformation and increase the capabilities of South African companies. One of our unique offerings is customised training material development for your company. We research, compile, curate and distribute bespoke training materials to your employees, which include hardcopy notes and e-learning guides. These enable people to learn on the job, even after the training course has ended. The importance of custom training material Every company is different and so too should the learning materials used during training sessions. Each business will have unique goals, so the approach taken in training employees should also be bespoke. Can!do specialises in this field, offering our customers training materials that are relevant to their needs and specific targets. While a generic approach to employee training may work, research has found that people tend to fall back into their old ways of working within a few months if they do not practice the new processes regularly. Customised training materials are more relevant to employees and are more likely to have a lasting impact on them. These materials can be referred to over time, enabling employees to learn in the flow of work and stay fresh. If they get confused with new tech or forget a certain process, they can simply check the notes in the training material and refresh their memories. It allows them to stay abreast of the tools and methodologies that the company has implemented. When employees default back to old ways of working or outdated technology, it can undermine digital transformation and impact the company’s investment in change. Can!do takes a personalised approach to make employees feel confident in their new skills by offering continued support through the learning materials. Can!do emphasises lasting results Can!do adopts a practical approach to training and skills development. Our courses are easy to understand with simple language. This ensures tangible changes and a better understanding of the training material. However, our job is not done once the training sessions are complete. We track the changes and progress along every step of the way. This measurement is a performance-based approach to change management that is backed by continued support for employees through the training materials. The end of any project is actually the beginning of the journey for employees, so this support will help companies to avoid reverting back to the old ways of working. By using a range of tools, blended learning materials, self-directed interventions and ongoing support, Can!do empowers employees to grow and succeed in a rapidly changing workspace. These strategies are tailormade to suit each client’s needs. For more information about our services, please contact us today. ___ Can!do works with large enterprises in South Africa to maximise the value of their employees, technology and business processes. To do this, we offer three fundamental services; change management, capability development and performance optimisation.  We have 30 years of experience in these fields and have worked with leading companies in South Africa. We are a certified Level 2 B-BBEE company and a leading provider of new business systems and processes that drive user adoption. For industry insights and news, please follow us on Facebook, LinkedIn and Twitter. Contact Us

December 1, 2020
Change Management

Change Management Can !Do What is Change Management? Change Management can be defined as the process of preparing, supporting, and helping individuals, teams and organisations in making a change to better the structure and function of their systems and processes. It can be described as a discipline, which is based on a set of principles that uses tools, processes, and techniques to engage with individuals and teams and lead them through this process of change in order to achieve desired business goals and outcomes. It’s been said that change is the only constant, but sometimes this can prove to be a bit more challenging than usual. Given that most companies are quite set in their ways when it comes to how certain things are run and managed, changing business procedures can come with a lot of fear and reluctance from internal staff. It is important to distinguish between a complete change of processes in one quick go and gradually transforming the old way of doing things to accommodate everyone involved. It has become one of the most important success factors for any business in today’s changing world. Change management addresses the users that are involved in the changing mechanism of the business. Creating new systems, processes, or implementing new technologies or software, will go unnoticed if the users that adopt them are not tended to. The ROI of any organisation depends on how well the users embrace change and retain the information necessary in order to implement the changes successfully. To summarise; change management focuses on how to help users adopt and utilize a change in their daily tasks to their full capacity and competency. The Change Management Process Change Management consists of a set of steps that a team within an organisation takes and follows on a certain project or business initiative. It includes the strategy and plans that are focused on moving users through the change and adoption process. There are 3 main phases of the process that we can take into account: Preparing users for change; this step aids in formulating the strategy needed to move forward.Managing the change and any internal or external factors that may arise within the project.Reinforcing change through audits and mechanisms needed to deploy the change process. The ability of a leader to implement change effectively and lead users through the change process is crucial for users to acclimatise their way through this process. Change Management Competency means there needs to be effective sponsorship and commitment of the change process, both on an individual and organisational level. This has been deemed to be more successful throughout an internal ranking system; efficient management from higher ranking staff will lead to tasks being tracked and completed in a more structured manner. Change Management does not only mean strong communication and training skills, but it is also about reducing the resistance that may arise amongst users who may not be as willing to adopt this. If it is structured well and managed effectively, both individual and organisation change can occur. Why Change Management is important? There are a number of benefits as to why effective change management is crucial with both small and large-scale efforts. Let’s discuss them below: Change is brought about by one individual at a time. This means that if everyone contributes to the overall implementation phase, there could be a higher chance of success.If re-structuring is not managed appropriately, it can be very time-consuming and rather costly to the business.The way in which change management is managed will affect the likelihood of its deployment and success.If the change management plan is a focused and strategic one, it will ensure that deliverables and timelines are met. This also means that there will be a decrease in resistance and an increase in the rate of individuals adopting the new processes.An efficient plan ensures that overall business objectives are achieved. Successful Change Management not only focuses on the process of change itself, but it deals with the steps taken in managing the actual transition period for both the organization and individuals involved. How do Businesses Succeed with the Right Plan in Place? The following benefits arise when change management and change leadership intertwine: There is a significant improvement in the experience of employees involved. The overall performance of employees increases. Customer experience is heightened as employees fulfill their delegated roles to their best ability. There is an increase in engagement between all levels within the business. Employees who embrace the transition eventually have a lessened height of resistance towards the process. Innovation is therefore enhanced, as everyone is aware that they are capable of change and adopting new technology, tools, or software. There is a reduction in costs, and time is preserved for more important tasks. Minimise the negative impact of change:  To add; it is extremely important to have the right transition methodologies in place in order to minimise the negative impact that change may bring about towards the users affected by them – whether they are strategic, technological, leadership, or managerial changes. The right methodologies will help reduce negative outcomes and increase positive business results. This, however, can be easier said than done. Some businesses may not necessarily have the right skills or resources to bring the necessary change management plans to life. This can have a negative impact, which brings us to our next point. Why Change Management Fails? The word “change” can be quite daunting and most individuals become acutely aware of the fact that they may be pushed out of their comfort zones. This is where Change Leadership comes in; ensuring that users going through the change handle it in the manner that will serve them well, and benefits the overall transition going forward. The most common reasons as to why change management fails can be summed up as follows: Poor planning. Often leaders get so focused on moving from point A to point Z, that they forget about all the steps involved in the journey to get...

November 23, 2020
Learning In The Flow of Work – How to Successfully Apply User Adoption

Learning In The Flow of Work – How to Successfully Apply User Adoption Can !Do What is User Adoption? User adoption, occasionally called onboarding, occurs when users become acclimated to a new system that works to fill a specific need. Convincing people to use a new and improved system can be challenging and even the most open-minded people are resistant to change. Learning in the flow of work means learning while doing your work and without leaving your work environment. User Adoption Strategy  If you want to successfully make large-scale amendments to your organisation, choosing the right user adoption strategy is crucial. The right strategy can have a transformative effect on your workflow, making it easier for employees to fulfill tasks quickly and efficiently. Not having a strong strategy can lead to chaos and frustration.  The first step to making people enthusiastic about changes is to have a concise, concrete explanation for what these changes aim to accomplish. Organise efforts around areas of business value, the changes should be directly aligned with business objectives with visible and measurable results. But having good answers to inevitable questions will only get you so far. It’s important to have a multi-step plan to help your employees understand and implement new methods in order to make your user adoption strategy as successful as possible. Don’t Just Build a Solution. Get it Adopted  Every user adoption plan shares the framework of a similar process. The strategy is implemented through these steps: Identify the changes that are to be made Prepare a plan for the user adoption process Identify the requirements that must be fulfilled for the plan to be successful Achieve full agreement on what these requirements are and how they can be fulfilled Prepare the test phase Run the test phase Evaluate results and determine whether the organisation is ready for implementation Prepare a final user adoption plan. Ideally, this should be done in collaboration with the users who will be directly affected.  The final adoption plan should include: Pre-rollout communications plan Post-rollout communications plan User training plan Internal marketing plan Support and troubleshooting to be provided during the rollout Reporting lines and reporting requirements  What Does Learning in the Flow of Work Mean? Learning in the flow of work means learning while doing your work and without leaving your work environment. Learning in context and getting the support you need as you need it, allowing you to do the work effectively. This is very relevant to digital transformation and the use of new technologies. This allows employees to learn while they are working, easily, and quickly access answers or content which is interactive and instant.  There are 2 challenges people face when working with new technologies: People forget what they have learned, known as the forgetting curve Low confidence to take on certain tasks where new technologies are involved Learning in the Flow of Work Can Help Overcome These Challenges Impact on your business if people can’t learn in the flow of work or when they don’t have the necessary support Support costs are high Loss of productivity, ROI benefits never realizes or take significantly longer than expected Read more about Why Change Management Fails How to Reduce User Adoption Friction Get your system adopted by users with an effective User Adoption Strategy. People are naturally averse to change, find out how people use their system, and how the new solution will improve the way they work; prepare users to accept and commit to change by following these steps: Manage the Change Involve the User Map the Process (Foundation) Create a Project Communication Plan 2 Develop Training Materials  Can!do Solution Our goal is to help organisations through digital transformation by driving and measuring user-adoption at speed and scale. We ensure that the users of your Digital systems and technology have the ability, ambition, and a Can!do attitude to use the technology to achieve your expected business outcomes. Find out How to Apply User Adoption in the Flow of Work Contact Us

November 16, 2020
Increase Digital Adoption within your Business

Increase Digital Adoption within your Business Can !Do What are the best ways to increase digital adoption within your business? If you want to have better operational performance from the investment you’ve made into your new IT system and business processes, you need to focus on providing employees with the context, insight, thinking, and skills needed to most effectively use the tools they have available to them. In fact, a new global trend that has challenged the status quo of training is known as on the job performance support. It has been instrumental in offering a powerful alternative to traditional training solutions through a classroom and, instead, involves real-time on the job performance support tools. Ultimately, it ensures that the end product of training survives the transition to the workplace by providing what is needed when it’s needed, as they work. Keep reading to find out more about this type of training and its role in the training transformation. Low ROI from training and education initiatives. Here, it is meant that education and training isn’t always effective in teaching employees how to do their jobs correctly. Therefore, by continuing to invest in existing processes, a low ROI has developed because they aren’t fully preparing employees on how to do the work. By having on the job performance support, issues can be addressed when they’re found, not later down the road. As a result, on the job performance support solutions can help companies “drive better business results from business processes and systems Training.” Companies investing in performance management tools have not seen a sustainable return. This investment includes that of those in e-learning systems. With these investments, many companies expect that there will be an automated talent development and talent management pains would disappear. Unfortunately, it doesn’t work this way. Instead, many of the systems are underused because they aren’t complete solutions for training and performance management challenges. Instead, these investments are frequently in areas that are deployed too soon (such as in initial training before the employee enters the workplace) or too late (after the damage has been done). On the job training is needed to link training and workplace practicality. Just because your employees learn how to do something in training doesn’t mean they’ll retain it once they are actually faced with the job. Let’s face it: any new job can be overwhelming at first, regardless of one’s experience level. Real-time learning is the most effective education and training available. This is because your employees will be able to immediately practice their new skills. Having learning in real-time means that your employees will have an intelligence boost since they will have practiced the skills and will eventually improve performance. This type of learning also helps with a real-world work context, making it easier for the employee to understand what’s going on and how to adapt to it. Creation of knowledge assets through performance support tools. You’ll be able to transfer knowledge to new employees (and existing employees) in practical, efficient, and relevant ways. For example, not all processes are remembered by all employees, especially if it’s a process rarely completed. So having this tool for all employees help bridge the gap and prevent delays in work completion. Moreover, this type of performance support tool helps teach new employees quickly how to fill the role of employees that leave the organisation. At Can!do, we have over 25 years of experience in user adoption, which makes us knowledgeable and aware of the importance of a smooth transition in adopting new ways of working. Can!do has worked with some of the leading organisations in South Africa to improve and enhance business performance, so contact us to see how we can help you in your digital training transformation process. Contact Us

November 1, 2020
How to Apply User Adoption in the Flow of Work

How to Apply User Adoption in the Flow of Work Can !Do What is User Adoption? User Adoption is the process in which users achieve their goals by using a product, system or SaaS solution. Simply put, it means getting employees, customers and/or suppliers to use the technology a company has purchased or developed to enable critical business processes within the organisation or within the market.  To add; user adoption is the willingness and the ability of the target audience to use these solutions as designed.  There has been a significant rise in the implementation of new software and technology within businesses, and this has given a major boost for companies to generate new and innovative means to adopt these processes and systems. This is where Digital Adoption fits in.  We have determined that User Adoption is the process in which new users are on-boarded in order to use a certain product, service or new technology or software to its full capability. The end goal is to help the user reach theirs.  Adoption = Value/Effort  This means that the amount of effort that is invested in adopting a new business process or system, will then increase the value of the outcome. It can be easier said than done, however. Certain factors that may arise during this process that can deter the user from retaining the necessary information required to complete the onboarding process. What is Digital User Adoption?  Digital User Adoption, or Software Adoption, refers to the various tools and assets that a business can leverage off on in order to maximise their business processes. This helps implement strategies to maximise user productivity, engagement and certain software systems. These solutions are tailored to suit the needs of ERP (Enterprise Resource Planning) implementations and business portals to any digital initiatives within an organisation.  Not only is Digital Adoption initiated within any organisation, but it also combines the whole ecosystem of employees, customers, and suppliers who use the technology. This helps to maximise the value of technology investments and business process solutions.  It is vital that all employees in an organisation adopt the technology and are able to digitally transform to gain all the benefits of the technological investment, so that they get all the benefits of the investment. Users will therefore gain the ability to use the necessary digital tools needed to their full extent, in order to increase capability development and compliance optimisation. A philosophy that holds true: “If people understand their role in the business process and have the skills necessary to perform the tasks required, they will perform in a way that contributes to the performance of the whole organisation.” Why is Digital Adoption Important? Digital transformation is a necessary strategic objective for many organisations today. It is the journey a company takes to implement digital solutions to enable key business functions within an organization.  It is the process of upgrading certain technology and processes to maximise software capabilities within the organisation.  Digital User Adoption solutions for organisations who are rolling out a digital transformation program is key. Without employee buy-in, the maximum value of the technology purchased won’t be gained and it will be hard to achieve consistent workflows.  Driving and measuring digital adoption platforms successfully is done by giving enterprise end-users the right skills, information and knowledge on their digital transformation journey.  This involves equipping them with a wide range of performance support toolkits, blended learning management platforms and self-directed and facilitated interventions.  These are tailor suited to your specific business and technology requirements.  Developing the right team with the necessary skills, qualifications and experience to deliver these blended solutions is important. According to McKinsey, data-driven organizations are 23 more times likely to acquire customers. The organisations that use their data to gain useful insights and a deeper understanding of how to find and retain new customers and keep their current ones happy. This is only possible if all team members use the tools and skills they have been equipped with efficiently and correctly. Failure to do so could result in problems such as compromised data integrity, unhappy customers and frustrated employees. ‘Digital Dexterity’ is a term often used in an organisation to describe the ability of users to use digital tools, performance support methods and delivering of information. It is our goal to make organisations ‘digitally dexterous’ in order to embrace both existing and emerging technologies.  The inability of organisations to provide learning management platforms and digital adoption solutions can have a negative impact on the organisation as a whole, and the overall ROI of business practices. This is why it is necessary for businesses to onboard users effectively.  Read more about the best ways to increase digital adoption within your business. Why Technology Implementations Fail: Although the use of technological systems and processes is now greater than ever, they can be trickier to implement in the workplace than one would expect.  There are a few specific reasons why this can happen: There are no defined outcomes. Defining outcomes enables consistent process & system optimisation. KPI dashboards need to be put in place, along with process and system solutions. This ensures that the organisation’s needs are met before, during and long after the project has been completed.  Finding the right internal or external stakeholder to drive a technology project at your organisation can be tough. Having the right stakeholder with a hands-on approach makes the transition at your company a lot easier.  Project plans and timelines are unclear or not defined. A clear understanding and goals for the project must be clearly defined through the entire onboarding process. There is a gap in communication between the solution provider and the employees. Communicating effectively between all stakeholders will prevent miscommunication and potential difficulties further along in the process. User feedback is lacking due to various factors. If the solutions that are provided within the organisation do not meet the needs of the user, they will not adopt it. Many projects fail due to a failure...