Navigating the Transition to SAP S/4HANA: A Strategic Approach

Navigating the Transition to SAP S/4HANA: A Strategic Approach Editor Businesses are constantly seeking ways to enhance their operational efficiency and drive innovation. The transition to SAP S/4HANA represents a transformative leap for organisations looking to streamline their processes and harness the power of real-time data analytics. As experts in change management training, capability development, measurement, and optimisation, we understand the complexities involved in adopting new ERP solutions. This article explores the strategic approach to anticipating, preparing, and navigating the introduction of SAP S/4HANA, highlighting how organisations can support this critical process. Anticipating the Shift The move towards SAP S/4HANA is driven by the need for businesses to adapt to the changing dynamics of the digital economy. With SAP planning to cease maintenance for its Business Suite 7 by the end of 2027, the shift is not just an option but a necessity for future-proofing your operations. The enhanced functionality, user-friendly design, and improved system performance of S/4HANA offer compelling reasons for this transition. Anticipating the shift requires a deep understanding of the benefits and the roadmap for migration. Whether it’s leveraging the in-memory computing of HANA for faster data processing or adopting the advanced analytics and AI capabilities, businesses need to recognise the strategic advantage that S/4HANA brings. Preparing Your Organisation Preparation is key to a successful transition. It involves not only technological readiness but also ensuring your team is equipped to handle the change. Change management and training becomes crucial here, focusing on aligning your organisation’s culture, processes, and people with the new system. At Can!do, we emphasise the importance of a comprehensive Change Impact assessment and Training Needs Analysis in the Analysis phase to determine the extent of the change on various stakeholder groups, as well as the extent of the training and content development that will be required. In the Design phase we develop Change and Training plans for execution by the business, if they have the capacity to do it, or we manage the execution ourselves. Navigating the Transition The journey to S/4HANA is complex and requires a structured approach to manage the change effectively. This is where Can! do’s expertise in capability development and optimisation can come into play. Our approach focuses on three critical aspects: Capability Development: Training your workforce on the new functionalities and user interfaces of S/4HANA is essential. Our tailored training programs ensure your team is proficient and confident in leveraging the system to its full potential. Measurement: Tracking the progress and impact of the transition is vital for continuous improvement. We help you establish key performance indicators (KPIs) to monitor the effectiveness of the new system and identify areas for optimisation. Optimisation: Post-implementation, the focus shifts to optimising the system for efficiency and productivity. Our continuous improvement strategies ensure that your S/4HANA environment evolves with your business needs, maximising ROI and enhancing user satisfaction. Supporting the Process While the anticipation, preparation, and navigation of the S/4HANA transition are complex, support from experienced partners like Can!do can make a significant difference. Ideally, you require a partner that offers solutions that are designed to facilitate a smooth transition, ensuring that your organisation reaps the benefits of S/4HANA without disrupting your operations. Our support extends beyond just technical implementation. We focus on the human aspect of the transition, offering change management solutions that address the concerns and resistance that may arise during such transformative projects. Our goal is to empower your organisation to embrace change positively and confidently. Conclusion The transition to SAP S/4HANA is a strategic step for organisations aiming to thrive in the digital age. By anticipating the need for change, preparing your team and processes, and expertly navigating the transition, businesses can unlock new levels of efficiency, insight, and agility. At Can!do, we’re committed to supporting your journey every step of the way, ensuring that you not only achieve a successful implementation but also foster an environment of continuous improvement and innovation. Contact Us

March 13, 2023
How to avoid change management failures

How to avoid change management failures Editor Accelerating the rate of digital adoption requires effective change management. However, research suggests that fewer than 30% of digital transformation projects succeed in Africa. Change management plays such an important role because it helps to ensure the successful implementation of new initiatives, processes or technologies. It helps to minimise the negative impact of change on employees and the organisation as a whole. By effectively managing change, businesses can embark on a process of digital transformation with a greater chance of success that new technologies and processes will lead to a high return on investment (ROI). Change management can fail in business for several reasons. A lack of leadership commitment, inadequate communication and engagement with employees, and resistance to change are all common issues that can affect the success of a change initiative. Without strong leadership, change efforts may lack direction and resources. Poor communication and engagement can lead to misunderstandings and distrust, while resistance to change can hinder progress and derail implementation efforts. Support in change management is essential for South African enterprises looking to drive digital system adoption, sustain change and improve business performance. By providing employees with the resources, guidance and support they need to navigate change, businesses can create a more positive and productive work environment. Change management is essential for the success of digital transformation projects, so enterprises look out for common pitfalls and take action to mitigate the risk of change management failures. Change management needs a clearly defined strategy Having a clearly defined strategy provides a roadmap for how the organisation will manage change and achieve its objectives. A well-defined strategy includes identifying the change objectives, the scope of the change and the stakeholders impacted by it. This helps ensure that everyone involved in the initiative is aligned and working towards the same goals. It helps to establish a clear timeline, budget, and resources required to implement the change successfully. A defined strategy also helps to anticipate and manage potential obstacles or resistance to the change. Any change initiative should include clearly defined accountability and metrics. Who will be responsible for what? How will success be measured? This ensures that the right people are responsible for specific tasks, timelines and deliverables. Establishing a metric provides a framework for measuring progress, identifying and addressing any issues and celebrating successes. Change must align with company culture and business goals There is a direct correlation between company culture and organisational change. Change initiatives must be aligned with company culture and business goals to ensure successful implementation and adoption. The culture of an organisation reflects its values, beliefs and attitudes towards change. This can either enable or hinder the adoption of new initiatives. When change is not aligned with the company culture, it can lead to resistance, mistrust and disengagement from employees. As such, change initiatives must be tailored to the specific culture of the organisation, taking into account the norms, beliefs and attitudes of its employees. It must also be aligned with the business goals and the overall strategy of the company. This can help to increase the likelihood of achieving the desired outcomes and value. Alignment to company culture and business goals helps to create a sense of purpose and buy-in from employees. This is critical for the success of any change initiative. Support staff through the change Supporting staff through different stages of change management is essential for the success of any initiative. Leading up to the change, it is important to have clear communication about why it’s necessary, the expected outcomes and the benefits to the organisation and employees. Providing opportunities for feedback and addressing concerns can also help to increase awareness and understanding. During the implementation process, providing the necessary user adoption training, learning resources and development opportunities can also help to build confidence and increase buy-in from employees. While the change is being rolled-out, it is essential to provide ongoing support, feedback and recognition for progress and achievements. Celebrating successes and highlighting the benefits of the change can help to maintain momentum and increase motivation and engagement from employees. Companies should not ignore resistance to change because it can hinder successful implementation and decrease employee engagement and morale. This will ultimately impact the bottom line of the organisation. Addressing resistance to change is critical to managing the impact of change on employees and the organisation as a whole. This can be achieved through coaching, mentoring and providing channels for employees to provide feedback and raise issues. Ensuring success with digital transformation A lack of in-house change management skills can be addressed by contracting third-party professionals. Bringing in specialised expertise enhances the success of change through objective insights and resources to help manage the complexities of change. Can!do has 30 years of experience in user adoption and training. Providing process education and embedment with digital application solutions, Can!do has worked with leading South African organisations to enhance business performance and avoid change management failures. 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

February 21, 2023
What is ‘learning in the flow of work’ and why is it beneficial?

What is ‘learning in the flow of work’ and why is it beneficial? Editor As we enter the Exponential Age, where everything is accelerating at a rapid pace, workers need to upskill to keep up with changes in the global business environment. Dusting off their notebooks and sharpening their pencils, for many employees it has been several years since they sat down to actively learn something new. Global pressures to stay professionally relevant means that nearly a billion people are taking part in the reskilling revolution. Supporting employees while they step out of their comfort zones to refresh and refine their skills, businesses are setting up training programs based on the concept of ‘learning in the flow of work’. What is ‘learning in the flow of work’? Josh Bersin originally introduced the concept in 2018 and, since then, it has gained massive traction among learning designers and corporate training professionals. The idea is that learning should be embedded into the workflow and be accessible to employees when they need it. This can be done through providing learning resources within the context of the workflow, such as micro-learning tools, video tutorials and searchable databases. Technology has become an enabler, with digital tools making it easier to integrate on-the-job learning aids. Employees are able to quickly access the right information or learning material while they are working. Learning in the flow of work is all about providing employees with the right resources, in the right place, at the right time. This enables them to be more productive and effective in their roles. What are the business benefits of ‘learning in the flow of work’? Having access to the right tools and knowledge (at the right time) makes the learning journey immediately relevant and useful. Employees stay engaged and up-to-date on the latest developments in their field. This approach to professional development can help reduce the time it takes to learn something new, allowing employees to get up to speed and become productive more quickly. This serves to improve efficiency, which translates to improved business performance. Learning in the flow of work allows employees to quickly solve problems and improve how they perform their jobs. By having the right information readily available, they are able to quickly apply new knowledge and skills to their work without having to take time out of their day to search for it. Traditional training programs can be very time intensive, requiring employees to leave their desks to attend workshops or seminars. With learning in the flow of work, upskilling happens on the job during a normal workday. Apart from saving time, on-the-job training is generally less expensive to roll out than other forms of formal training. In-person training workshops, for example, require businesses to spend money on a venue and a trainer, while also paying staff to attend. By outsourcing to instructional designers and change management specialists, businesses can draw on the expertise of others to implement tailored training based on the concept of learning in the flow of work. What are the benefits for employees? Learning in the flow of work generally leads to greater job satisfaction and improved morale among employees. Businesses empower employees to take charge of their learning by being able to quickly access learning aids when they are needed. Self-directed learning is highly motivating as learners can choose what to learn, when to learn it, and how much time to spend doing so. Employees become accountable for their own professional development. Learning in the flow of work offers increased employee engagement and improved motivation. This which help to support employee retention and development. As the learning material is immediately relevant, employees can put it into practice as they learn, which improves knowledge and skill retention. Is your company ready for the future of jobs? The global workforce is preparing for tomorrow’s economy. Companies need to ensure their staff have the skills needed to adapt to new ways of working. In the World Economic Forum’s 2022 session on the Future of Jobs, discussions included the need for new skills and competencies, the potential for automation and how to ensure a fair transition for workers who may be displaced by digital and technological changes. To promote digital adoption flow in the workplace, it is important to provide employees with the right tools, resources and training. This ensures they can make the most of what is available to them. Learning in the flow of work does just this. This approach creates learning paths for each employee, provides incentives for learning. It ensures that learning is integrated into the daily process of work. By creating a culture of learning and experimentation, employees are more likely to successfully adopt new technologies and skills. Can!do offers capability development and bespoke training programmes for South African enterprises. Using principles such as learning in the flow of work, we create effective learning experiences for employees aimed at performance optimisation. Through our change management training, South Africa can stay abreast of the latest trends in talent development. 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

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 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...

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...