Putting the Ready in Business Readiness
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Transcript of Putting the Ready in Business Readiness
Putting the “Ready” in Business Readiness Learning Objectives
• Concept and components of Business Readiness• Use the tools and resources to support each component• Plan BR for major rollouts in your organization
Who am I?
Darren NerlandManager Learning and Development
@dnerland#learning3
When things go bad…
• People have long memories and hang on to examples of projects that are executed poorly.
• Costs go up, trust goes down.
• Future projects will be affected.
5 components of Business Readiness
• Vision
• Communications
• Training
• Support
• Documentation
Business Readiness in the Real World
Time
EmotionalIntensity
Dissent
Resistance Acceptance
Commitment
Awareness
Understanding
Acceptance
Commitment
Time to “change” things up a bit!
How can we work differently?
Vision and Impact
Communications
Make your communications highly effective
• Think strategically.
• What are the organizational politics?
• Evaluate and refine.
• Many communication vehicles, one consistent message.
Communication examples
We recognize that this has been a challenging time for many of you and we are working quickly to improve your experience working in the system.
In the meantime, I ask for your continued feedback.
With the capabilities of our new system, we are making progress toward the strategic vision to make informed, timely decisions and to work effectively.
Communication examples
Training
Design training to focus on learning retention
Lect
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Rea
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Aud
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isua
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Dem
onst
ratio
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Dis
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grou
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Pra
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e by
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Teac
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oth
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5% 10%20%
30%
50%
75%90%
National Training Laboratories in Bethel, Maine
Support
Robust and sustainable support model
• Service desk and/or subject matter experts to help.
• Knowledge base and ticketing systems to track.
• Permanent home for training materials, documentation, and support information.
Documentation
Provide documentation to support learning retention
• Materials and content.
• Complete, cohesive set that complements training materials.
• Centrally located, easy to access, multiple entry points.
Before… After…
Documentation examples
Before…After…
The results of doing it right
• A Clear Vision & Impact Assessment
• Great Communications
• World Class Training
• Superb Documentation
• Ongoing Support
Thank You!
http://www.slideshare.net/dnerland
@dnerland
Appendix
Definitions, Samples, Templates
Business Readiness Core Functions
Stakeholder Management – understand ‘who’ our stakeholders are and be smart about how we communicate with them. Be aware of the difference between a Stakeholder and a subject matter expert.
Communications – develop unique ways to communicate with stakeholders. Need to grab their attention and understand who is engaged and who is not engaged. This integrates with Stakeholder Management.
Organizational Strategy – includes role design and system security alignment based off org assessment. Findings should be captured, documented and shared as ‘Gotchas’, ‘Interesting Artifacts’, ‘Key Learnings’, etc. This should be done simultaneously with other org work.
Impact Assessment – understand how specific stakeholder groups will be impacted. Ensure that fact vs. opinion is made apparent and justified.
Training – should be simplistic and effective. An idea on course design is creating role based and “nugget” courses. Role based is targeted on the top 5 processes that a user must learn. Nugget based is more pre and post Instructor Lead Training (ILT) sessions. It entails the tasks that are easy to learn or not done frequently. Need to prioritize and consider the 80/20 rule.
Performance Support – an area closely related to training. As training is designed, performance support design should be included as well. Make sure all of the right players (e.g. Service Desk) are on board and processes are agreed upon with foundation staff. The heavy production support resource element should be considered from the time of deployment to about 2 months after to ensure things are up and running smoothly.
Deployment – logistics need to be outlined in detail. Support should continue and be planned for after deployment. In order to track metrics properly, deployment tracking processes should be planned during the build and test phases.
Business Readiness – PMO should have a lot of involvement and ownership in this area. Objective and subjective metrics need to be identified and outlined to track if the business is ready for go-live.
Co
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Plan Analyze Design Build Test Deploy
Sta
ke
ho
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r M
gm
tO
rg/R
ole
Communications Plan
Project Portal (External)
New Joiner Packet
Tra
inin
g &
Pe
rf.
Communications Plan
Communications Plan (focus on org & role and training)
Communications Plan (focus on deployment)
Post deployment feedback tools
Communications Playbook
Communications Plan (focus on org & role)
As-Is organization and skill assessment
Finalized As-Is organization and skill assessment
Detailed org structure and role impact assessment
Role design
Role-to-business process mapping
To-Be org structure and role design
Finalized org impacts and skills gap analysis
Org transition materials
Role-to-user mapping
HR impacts
Training & Performance Support Blueprint
Skills gap analysis Training & Performance
Support Strategy Determine training
development tools
Training & perf. support design
Training implementation plan
Training standards and procedures
Train on training dev tool
Test training (dry runs)
Train the trainer Schedule training
Deliver training Go-live support Post go-live support
Training & performance supt materials
Training support and maintenance plan
Stakeholder analysis Stakeholder analysis Stakeholder analysis Business readiness
approach Schedule prototype
and gather feedback
Stakeholder analysis
Business readiness measurement tool(s)
Deployment plan
Stakeholder analysis
Business readiness measurement tool(s)
Deployment plan
Stakeholder analysis
Business readiness measurement tool(s)
Deployment plan
Business Readiness Deliverables
Communications Plan
Org transition materials
Role-to-user mapping
HR impacts
Org transition materials
Role-to-user mapping
HR impacts