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One of the problems with organizational change management is that it is an often misunderstood concept that executives have trouble getting their heads around. When working with our clients, we find that executives often either 1) simply associate organizational change with end-user training, or 2) view it as a soft, intangible, and discretionary part of an ERP implementation budget. Unfortunately, both views of organizational change can’t be much further from the truth.

Because we are so often asked to better define organizational change management, its key components, and reasons why it’s so crucial to ERP success, we are used to explaining organizational change in the context of how the success or failure of ERP systems often rests on the ways the organizational aspects are addressed (or not). As we have found and explained to many clients over the years, training is a relatively minor portion of an effective organizational change management strategy, but few non-change experts understand what all the other “stuff” relates to. Similarly and to dispel the second common misconception above, organizational change management, when done effectively, is very tangible, valuable, and delivers measurable business benefits.

Below is an excerpt from a webinar we recently gave on the topic. View this presentation to learn more about why organizational change management is so important to successful ERP initiatives. In addition, you can find the full presentation on this this and other topics in our ERP resource center.

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