south africa Archives

September 12, 2023

Elevating ERP Project Implementation: A Strategic Communication Approach.

Elevating ERP Project Implementation: A Strategic Communication Approach. Editor Introduction: In the realm of ERP projects, the key to success and user adoption lies in more than just technology; it hinges on effective communication and change management. At Can!do, we understand that optimising system adoption and usage during ERP project implementation requires a well-crafted communication strategy that spans the entire organisation. A Foundation for Success: Strategic Pre-Planning. Our proven communications strategy journey commences with an in-depth Stakeholder Analysis, often accompanied by a Change Impact Assessment. This dual-pronged approach helps us identify those most affected by impending changes, enabling precise tailoring of efficient communication strategies. The Change Impact Assessment further unveils the intricate nuances of how these individuals will be affected—how their roles and processes will transform. Additionally, we foster memorability through Project Branding and Communication Templates, and ultimately, we weave these insights into a comprehensive, seamlessly integrated communications and change plan. Driving an Internal Communication Strategy. From Executive Teams to End Users: Our approach begins with driving a comprehensive internal communication strategy that reaches all levels of the organisation, from executive teams to end users. We believe in keeping everyone updated, engaged, excited, educated, and well-trained throughout the ERP project journey. Empowering Executive Teams: Communication is crucial at every step. We empower executive team members by keeping them informed about the progress of the ERP system implementation. This, in turn, enables them to actively engage with their management teams, super-users, and end users. With the executive team’s involvement and understanding, a ripple effect of enthusiasm and commitment cascades through the organisation. Super-User Engagement Super-users, our early adopters and ERP experts within the organisation, play a pivotal role in our communication and change-management strategy. As evangelists super-users upskill their fellow team members. Through targeted communication, we harness the expertise of these super-users to accelerate system adoption in the broader organisation. Sharing Success Stories Success stories are powerful motivators. We captivate users by sharing stories of employees who have played key roles in the ERP implementation process. Highlighting their contributions not only supports the current implementation but also encourages users to embrace the new system. We showcase how employees are adapting to the new system and share insights on its user-friendly aspects. Education and Training Education is at the core of our strategy. We guide users with shortcuts and direct them to instructional resources, including how-to videos about the new ERP system. To keep users well-informed, we communicate how each phase of the ERP project implementation will impact them and when it will happen. This communications strategy creates a sense of preparedness and assists with user adoption. Multi-Channel Communication Our approach employs various communication channels: Email Campaigns: Targeted emailers provide updates, insights, and educational content, ensuring users are well-prepared for changes. Townhall Meetings: Interactive townhall sessions offer a platform for open discussions and addressing user concerns. Team Meetings: Smaller group meetings foster team cohesion and provide an opportunity for Q&A. Video Communication: Engaging video content hosted on Learning Management System (LMS) training portals ensures users can access information at their convenience. This creates a sense of connectedness with the ERP system and fosters user adoption. Face-to-Face Training: Classroom-style training sessions offer personalised guidance. Fostering User Adoption Effective communication strategies empower businesses to increase user adoption as part of their ERP project implementation change management process. By keeping users informed, engaged, and motivated, organisations can successfully navigate the complexities of ERP system adoption. ___ At Can!do, we transform ERP project implementations by harnessing the power of strategic communication. For decision-makers looking to optimise ERP system usage and foster user adoption, Can!do Consulting stands as your partner in success. With our tailored communication strategies, we ensure a smooth transition and an enthusiastic embrace of your new ERP system. Join us in revolutionising the way your organisation approaches ERP project implementation through strategic communication and change management. Can!do Consulting: Maximising Employee Value, Technology, and Business Processes for Over 30 Years. For more industry insights and updates, connect with us on Facebook and LinkedIn. Contact Us

by Written by Lyndsey Martin

September 11, 2023

News

The Value of Pre-Go Live Training in Ensuring ERP Success

The Value of Pre-Go Live Training in Ensuring ERP Success Editor In the realm of modern business operations, Enterprise Resource Planning (ERP) systems are the backbone that orchestrates a multitude of functions seamlessly. As organisations embark on the journey of adopting a new ERP system, the spotlight shines brightly on the critical period of transitioning from the old to the new—a phase known as the “Go Live.” The success of this transition is often determined by the level of preparedness and training that takes place before the actual Go Live date. At Can!do, we understand that the key to a smooth Go Live is equipping your team with the right knowledge and skills well in advance. This preparation involves a well-crafted training strategy that spans across different methods, including classroom, online, and dummy training. In this article, we’ll delve into the value of pre-Go Live training, how it mitigates risks, supports change management, and ensures sustainable success for your ERP system. Pre-Go Live Training: Laying the Foundation for Success! 1. Classroom and Online Training: To ensure a comprehensive understanding of the new ERP system, classroom and or online training is essential, depending on the geographical structure of your business. Classroom sessions provide an interactive environment for learners to grasp concepts with instructor lead training, while online training or virtual instructor led training offer accessibility to users in various geographical locations. The interactive approach we developed at Can!do with these training sessions, ensures that everyone is on the same page before Go Live. 2. Dummy and Test Mode Training and Understanding System Changes: The concept of “dummy training” may sound peculiar, but it’s a valuable approach. Creating a safe environment where users can experiment, make mistakes, and understand how the system works fosters confidence. This practice also enables users to grasp the upcoming changes, navigate potential pitfalls, and appreciate the system’s capabilities. Test mode training provides an opportunity for people to use the new ERP system in the way that they will, going forward, without making potential mistakes on the live system. This confirms that people in organisations are ready to work with the new ERP system. Minimising Risks and Ensuring Accuracy. 3. Avoiding Inaccuracies on the Live System: The stakes are high when it comes to ERP systems, as the information entered is often crucial for operations. Pre-Go Live training helps eliminate the risk of users inadvertently entering inaccurate data on the live system. By familiarising users with the new processes and workflows, they become adept at avoiding costly mistakes and ensuring data integrity from the outset. 4. The Freeze on Go Live and Beyond: Imagine the Go Live day as the culmination of weeks or months of hard work. Pre-Go Live training empowers users with the knowledge they need, preventing the system from being a daunting unknown. By providing a firm foundation, the transition to the new ERP system becomes a strategic step rather than a leap into the abyss. The Role of Change Management and Communication 5. Change Management and User Adoption: Change is often met with resistance, especially when it involves adopting new systems. A solid pre-Go Live training strategy is more than just technical—it’s about change management. By effectively communicating the reasons for the change and how it aligns with business goals, resistance is reduced. Users understand the value and importance of embracing the new system. 6. Leveraging Digital Adoption Platforms (DAP): DAP tools, such as walkthroughs and in-app guidance, play a pivotal role in enhancing user adoption. Pre-Go Live training can include introducing users to these tools. This approach eases the transition by providing users with contextual, real-time guidance as they navigate the new system. Strategic Planning for Sustainable Success 7. Beyond Go Live: Sustaining Training: Pre-Go Live training isn’t just a one-time effort—it lays the foundation for sustainable learning. The knowledge gained during this phase paves the way for continued success as the system evolves. Regular refresher training sessions and access to DAP tools ensure that users stay updated and proficient in utilizing the ERP system’s full potential. 8. Training for Role Changes: With a robust training strategy in place, facilitating seamless transitions for role changes become efficient processes. This minimises disruptions and ensures that the system continues to deliver value through the changes in processes that took place. In Conclusion! Pre-Go Live training is not just an optional step in an ERP implementation process; it’s the cornerstone of a successful transition. By investing in a comprehensive training strategy that includes classroom and/or online training, dummy exercises, test mode exercises, and introducing users to DAP tools, businesses can ensure that their team is well-prepared for the new system. The value of mitigating risks, facilitating change management, and planning for sustained success cannot be overstated. At Can!do, we recognize that every business is unique. Our approach to training goes beyond the conventional to tailor solutions that align with your organization’s goals. The result? A workforce that is confident, capable, and ready to embrace the exciting challenges of a new ERP system, making the journey to Go Live an empowered and triumphant experience. To learn more about how Can!do can transform your pre-Go Live training strategy, visit our website today and explore our personalised solutions tailored to your needs. Our expertise is your advantage in navigating the intricacies of ERP system transitions. Contact Us

by Written by Michelle Phipson

August 2, 2023

News

Embracing the Digital Age: The Power of Digital Adoption for Businesses

Embracing the Digital Age: The Power of Digital Adoption for Businesses Editor We live in an era of constant technological advancements and digital transformation. In this fast-paced digital age, businesses that embrace technology and adapt to the evolving landscape are experiencing unparalleled growth and success. The power of digital adoption has become a game-changer, propelling companies towards new horizons and transforming the way they operate. Understanding Digital Adoption Digital adoption refers to the process of using digital technologies to drive better outcomes for businesses, customers, and employees. It goes beyond merely acquiring the latest gadgets or implementing new software; it represents a fundamental shift in how businesses operate and compete. Embracing digital technologies strategically can yield a multitude of benefits, including improved operational efficiency, cost reduction, revenue growth, expanded market reach, and enhanced customer satisfaction. Businesses that adopt digital technologies are better equipped to anticipate and respond effectively to the rapid changes in today’s fast-paced world. Unleashing the Benefits In the digital age, businesses need to understand and embrace the immense benefits of digital adoption. Let’s explore some key advantages and strategies for implementing digital adoption effectively. Efficiency and Productivity: One of the primary benefits of digital adoption is improved efficiency. When all employees have access to the same digital tools and platforms, redundant work and time spent figuring out new technology are minimised. Processes, such as project management and customer relationship management, become streamlined, enabling teams to operate with greater effectiveness. Enhanced Customer Satisfaction: In the modern world, customers expect a seamless experience across all channels. By adopting digital technologies, businesses can deliver a consistent experience across all touchpoints, ensuring happier customers who remain loyal and engaged. Increased Profitability: Improved efficiency and customer satisfaction lead to higher profits. Businesses that operate with greater effectiveness and meet customer needs consistently are bound to experience revenue growth and increased profitability. Growth and Sustainability: Digital adoption fosters innovation and adaptability, which are essential for business growth and long-term sustainability. Embracing digital transformation allows businesses to stay relevant in an ever-changing market landscape. Implementing Digital Adoption Successfully Implementing digital adoption requires careful planning and execution. Here are some key steps to ensure a successful transition: Define Clear Goals: Before embarking on the digital adoption journey, it is crucial to define your objectives and what you hope to achieve. Whether it’s efficiency improvement, revenue growth, or cost reduction, having well-defined goals will guide your path. Assess Your Current State: Take stock of your current processes and technologies. Identifying gaps and understanding how they’re being used will help you create a roadmap for change. Incremental Implementation: Avoid overwhelming your team with a complete overhaul. Instead, focus on one area or process at a time, ensuring everyone understands the changes and why they are being made. Celebrate each milestone to keep employees engaged and motivated. Gain Stakeholder Buy-In: Obtaining buy-in from key stakeholders, including senior leadership, is crucial for successful digital adoption. Address concerns and communicate the benefits of digital transformation to gain support and commitment. The Value of Expert Guidance While the benefits of digital adoption are undeniable, businesses often face challenges during the implementation process. These may include resistance to change, lack of data-driven insights, and navigating the complexity of available technologies. Engaging with experts who have experience in guiding businesses through digital transformations can be invaluable in ensuring a smooth and successful transition. Embrace the Digital Future As we continue to witness technological advancements, embracing digital adoption is no longer an option but a necessity for businesses to thrive in the digital age. Unlocking the full potential of your business processes and systems through modern technology and a data-driven approach will drive growth and sustainability. At Can!do, we understand the power of digital adoption and have a track record of over 30 years in guiding leading companies in South Africa through digital transformations. Our passion for delivering REAL results, combined with a commitment to innovation and practicality, enables us to empower businesses like yours to succeed in the digital era. We work 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 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 and LinkedIn. 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

by Written by Liezl Schulte

June 20, 2023

News

The importance of inclusion and diversity in change management

The importance of inclusion and diversity in change management Editor Change management and systems adoption are all about getting employees on board with new processes and tools. To do this effectively, it’s important to consider employee diversity, inclusion and learning styles. Nowhere is this more significant than in South Africa – one of the world’s most diverse nations. Its rich cultural history and current socioeconomic climate make South Africa a truly unique and beautiful place to work, but this means that embracing diversity is essential to the success of any change management process. Can!do understands the unique nuances and challenges of the local business environment and we take into account the diverse range of individuals in all systems change processes. Change management in the South African context The business landscape has evolved significantly over the past few decades. During the apartheid era, many businesses wanted to maintain the status quo, however, in 1994 companies recognised the importance of change management in bringing about radical changes within the workplace. These included embracing a far more diverse mix of employees and new perspectives on work itself. Change management became a vital tool for companies to promote inclusion and cater to a wider range of cultural, linguistic and religious needs. To this day, South Africa’s unique history and cultural landscape present certain opportunities and challenges for change management companies. Initiatives need to be sensitive to these differences in the workplace and promote inclusion in order to be more impactful. Diversity and inclusion in the workplace Diversity is not only about cultural differences, but it also includes gender, age, religion and sexual orientation. On the other hand, inclusion is the practice of creating an environment where employees feel valued, respected and empowered to contribute to the business. These two ideas need to work hand-in-hand when it comes to implementing new processes, systems and tools in any company. By taking into account the diverse perspectives of employees and fostering an inclusive and collaborative work environment, companies are better able to navigate the complexities of systems change and ensure that all employees are committed to the outcome by allowing them to learn in a manner that best suits them. It’s a balancing act that will get everyone on board and working towards the same goal. There are a number of benefits to companies that successfully embrace diversity and inclusion: Improved employee engagement – Inclusive workspaces foster a sense of belonging and commitment from employees. This improves engagement and productivity. Improved decision-making – Including a diverse range of perspectives can help to improve business decisions and solutions to complex problems. Improved reputation – Businesses that prioritise diversity and inclusion are viewed favourably by local customers, investors and potential employees. How to accommodate diversity in systems change This is a two-step process. Firstly, businesses undergoing systems change need to have a clear vision and strategy for accommodating diversity. These include working with a change management partner that incorporates various perspectives into the process and ensures that all employees are represented. Their different learning styles need to be considered when building systems change solutions. Secondly, training and support throughout the process is vital. It will help employees to understand and appreciate the benefits of diversity and to consider other perspectives at the same time. This comes through open communication and dialogues between employees and the change management team. This is why it’s important to work with a change management team that understands the nuances of the local landscape. A South African change management partner will understand the importance of diversity and ensure that inclusion plays a central role in any projects and initiatives. Can!do will help you develop a clear vision and strategy for establishing inclusive change, whether it’s for your employees or the systems that they use. We cater to various learning styles to make the process of systems change seamless for your employees. Our three-decade experience in South Africa also means that we can adapt to your unique needs and develop change solutions that work. 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. In an increasingly digital world, accessibility is paramount. Employees must be able to access training materials seamlessly, regardless of their location or language proficiency. Leveraging cutting-edge technology ensures that training materials are accessible in multiple languages and formats. A user-friendly platform that facilitates easy navigation empowers employees to engage with training content effortlessly. Contact Us

by Editor

March 20, 2023

News

Five top user issues when implementing ERP

Five top user issues when implementing ERP Editor Businesses that use Enterprise Resource Planning (ERP) software perform more efficiently as ERP enables companies to save time and streamline everyday tasks with the help of automation, where multiple processes are consolidated on one platform. While it certainly has the potential to add real business value through optimised operations, implementing an ERP system can be a complex and challenging process. It generally takes time for all stakeholders to get onto the same page when migrating to an ERP platform. Since most changes happen simultaneously, this creates a steep learning curve for users. Below are the five top user issues encountered when implementing an ERP system and some tips for avoiding them. 1. ERP requires investment in training and engagement Communication is key. If users are left in the dark about new processes related to ERP implementation, it is likely that some will be confused about what to do and how to optimise their time using the new software. From the initial discussion to its final usage, the effective running of ERP must include clear communication with employees. ERP is a big undertaking and it is easy to forget that your employees are the key to its success. One of the main functions of an ERP system is to assist staff in performing their jobs. Therefore, it is essential that they understand what it is and how to use it properly. Can!do supports businesses using several proven methodologies. For example, guiding employees with blended learning materials empowers them to learn the ropes in a thorough and efficient manner. Every employee should have access to support during the transition period. Company environments differ the world over, so it is vital that support is adequately specialised. Can!do understands this and offers customised support tools to ensure each user learns to perform and complete their daily tasks on the new system, through practice and offering a range of training resources. 2. Employee buy-in is critical for ERP success Employee buy-in is another important factor that can affect the successful implementation of an ERP system. While buy-in from senior executives is essential, getting all teams on board early on can determine the long-term effectiveness of the ERP. When implementing new technologies, such as ERP software, it is necessary to take everyone along on the journey through proper change management. Obtaining buy is an important part of change management. Engaging with employees in this way fosters a culture of higher acceptance, curiosity and a willingness to try new things. Higher engagement ultimately means a higher return on investment in the ERP system. 3. ERP requires appropriate change management ERP implementations involve changes to business processes, organisational structure and IT systems. This can be highly disruptive to the organisational status quo and day-to-day operations. Change management is critical to the success of an ERP project because it helps to control the impact of these changes on employees, processes and systems. According to Jack Welch, former CEO of General Electric, “an organisation’s ability to learn, and translate that learning into action rapidly, is the ultimate competitive advantage.” Agile organisations can quickly adapt to changing market conditions and customer needs, allowing them to stay ahead of their competition. With this agility, organisations can innovate faster, respond to challenges more effectively, and deliver greater value to their customers. ERP systems support business agility, but because they disrupt the existing status quo, the implementation of this system requires careful change management. Change management involves preparing, supporting and guiding users through a planned change initiative, such as an ERP implementation. With around three decades of experience in user adoption, Can!do offers change management for large-scale ERP implementations to prepare, support and guide you through this change. 4. End users experience poor integration during ERP implementation As with any project, successful implementation of an ERP system requires careful planning. During this planning stage, it is vital to screen and earmark all aspects of the business to ensure that one system includes accounting, payroll and customer relationship management (CRM) software. Successful integration between all these different systems allows employees to collaborate more efficiently across departments. It has the potential to radically improve individual and team performance. If proper planning does not happen before installing new software, then daily operations won’t run smoothly after implementation. Being able to integrate with legacy systems is also key to the success of ERP implementation. 5. ERP needs careful monitoring Without appropriate feedback mechanisms, it is impossible to track the progress of the ERP implementation. The first step to getting feedback from users is to engage with them – in person, over the phone or via email. Both formal and informal engagement with users can be used to evaluate the effectiveness and user uptake. Catching problems when they are small and manageable saves time and effort. Businesses should set up an ERP system that allows users to give regular feedback. This should be in place throughout the implementation process, allowing issues to be identified and resolved early on. As entrepreneur Jim Rohn said; “You cannot change your destination overnight, but you can change your direction overnight.” The best way to avoid user issues with ERP implementations is by engaging employees early on in the process and being transparent about what they can expect. Most importantly, organisations need to set clear goals on how ERP technology can support them. South African enterprises, in particular, can benefit from an ERP system due to the data-intensive nature of present-day business. Large organisations can harness the power of ERP software to simplify and speed up business processes. 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...

by Editor

March 13, 2023

News

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

by Editor

February 22, 2023

News

Five vital steps for a successful change management process

Five vital steps for a successful change management process Editor South African businesses are navigating a rapidly changing political, economic and social terrain. Change has become a constant – companies need to welcome change to stay relevant and competitive. By implementing change management, businesses are better able to identify opportunities for growth and to mitigate the risks and challenges that can affect their operations and profitability. Change initiatives allow businesses to quickly adapt to new technologies, customer demands and market conditions. This allows them to stay ahead of the competition by becoming more efficient and productive. Change can help create a more positive and engaging workplace culture, which can lead to greater employee satisfaction and productivity. By successfully implementing organisational change, organisations benefit from improved business performance. For change to be a success, companies should take a systematic approach. Here are five vital steps for successful change management: Step 1: Prepare for change Preparing for change involves assessing the situation, people, channels and needs. As a very first step, it is important to clearly define the change and align it to business goals. This will help to ensure that everyone involved understands the purpose and scope of the change. Companies should develop a comprehensive organisational change management plan that outlines the steps, resources and timelines needed to successfully implement the change. Once a business case has been established, companies should determine the impacts of the change and who will be affected. Engaging stakeholders in discussions related to the process will build buy-in and ease the discomfort of shaking up the status quo. As such, companies should develop a communication strategy to ensure that everyone involved is kept informed. Preparing employees for change may also involve training and support to ensure that they are well-equipped to handle the shift. Step 2: Implement organisational change Once the change management plan has been created and communicated to staff, it’s time to start rolling it out. The change management plan should contain a detailed implementation strategy with specific timelines, assignments and performance metrics. Where necessary, adjustments to the plan should be made. It is important to be flexible and open to feedback and changes during the implementation process as this can help to ensure a smoother transition. It may be necessary to provide training and resources to help ensure successful implementation. Getting the change past the starting line is just the first step of implementation. The next challenge for companies is to integrate that change within their organisational culture. Step 3: Integrate the change within the organisational culture How long this process takes to be fully integrated into an organisational culture varies depending on the complexity and scope of the change. It’s generally recommended to give it sufficient time to be fully implemented and to allow employees to adjust to the new way of working. Change is an ongoing process. It may take several months or even years for the change to be fully integrated. Open communication, along with support and training for staff during moments of transition will help them to understand, accept and adopt the change. Taking this a step further, businesses can encourage a culture of change, which involves establishing a shared set of values and goals that everyone in the organisation can rally around. A positive change culture encourages risk-taking and experimentation, which helps to keep the organisation agile, creative and innovative. Step 4: Monitor and evaluate the change Monitoring and evaluating the change involves tracking progress and making necessary adjustments. Companies need to define indicators and metrics that will help track performance and progress. There are a variety of methods available for monitoring change: Establishing performance metrics that align with the goals of the change initiative, and track progress against these metrics over time. Surveying employees to get feedback on how the change initiative is being perceived and how well they are adapting to the change. Holding focus groups with employees to provide an opportunity for open discussion and feedback on the change initiative. Analysing data such as financial performance, customer satisfaction and employee engagement to measure the impact of the change initiative. Reviewing progress regularly with the leadership team and make adjustments as needed. Reflecting on the results of the change initiative and evaluating its success. Step 5: Sustain the change Sustaining change ensures that businesses are prepared for future processes and can adapt to a shifting environment. This final step is an essential part of the change management process because it ensures that change is fully embedded into the organisational culture and becomes a permanent part of the way the company operates. Sustaining the change involves reinforcing the behaviours and actions. This helps to prevent backsliding, where employees and teams revert to old ways of working. Where there is resistance to change, business leaders have generally failed to communicate and engage employees in the previous steps of the change process. Saying that, it is never too late to address resistance to change by improving communication and offering more support and training. Leaders can use the lessons learnt to further implement changes that are both effective and sustainable in the long-term. Need support with change management? Can!do works with South African businesses to provide change management services and training. South Africa is undergoing a radical transformation that is pushing businesses to innovate and implement organisational shifts. Working with a change management specialist, such as Can!do, can help your business to identify areas of improvement and guide the organisation through the process of making changes. We can provide training and support to staff during the transition period, bringing our extensive change management knowledge and experience to the table. Our goal is to make organisational change successful and sustainable. 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...

by Editor

February 2, 2023

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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

by Editor

December 7, 2022

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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