Most digital transformation programmes explain the platform. Few explain the Tuesday morning. We show people what the new technology changes about their working day, in plain words.
A free first call. You bring the subject, we bring how we’d approach it.
Before go-live, people can say what is changing, when, and what it means for their own work. They also know what stays the same, which matters just as much. Their questions arrive early, while you can still answer them, instead of on the first day.
Transformation programmes usually explain the platform, the roadmap and the benefits. People want to know what changes on an ordinary working day.
Pick a typical day for each role and show what’s different: which screens, which steps, which handovers. That’s what people need to picture before they can accept it.
Every transformation makes work harder before it makes it easier. Say so, and say what people get in return, in their terms rather than the business case’s.
People can absorb a few changes at a time. Release the new ways of working in an order that makes sense to them, not just to the project plan.
Managers get the questions first. Make sure they understand the change and can explain it before their teams have to live with it.
When our client moved the records for a helicopter’s 700-plus tracked parts from paper to digital, the training started with why, then showed how. People who understand the why stop keeping the old system alive on the side.
Go-live is a date. Transformation is when people stop using the workaround. Measure that.
Paper records go digital, starting with the reasons, not the buttons.
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