TECHNOLOGY CHANGE examples

Many times, throughout my career I have worked with projects to replace administration systems. These systems are normally used by multiple different groups for different reasons and have connected processes. I make sure all the different groups are identified and hold workshops to ensure the different needs are captured, documented, and fed into the requirements. This enables the technology teams to identify the best possible solutions based on the outcomes the business needs to create. It also simplifies the RFP process. Having change management involved enables feedback channels into the project early creating employee engagement, buy-in which in turn increases user adoption

Working within a lending company, the business introduced a programme to deliver an automated online decisioning process. This would redirect a significant % of the manual process to an automated solution. Understandably, employees had concerns about their roles, which could have led to high levels of resistance. Using change management models, investing time in communicating and raising the correct awareness around the change, which detailed why the change was needed, employees realised that their roles would indeed change, but they would now be focussed on more meaningful work for the more complex decisions exempt to the process. This led to increased employee engagement in the project and higher testing capacity. 

A huge technology change programme replacing the organisations core operating platform, replacing all equipment, introducing softphone and collaboration technologies, and changing how data was stored; this programme was extremely complex and impacted all users within the organisation. Working across the 70 different businesses that made up the company, it was critical for me to know how each user group would be affected.  By undertaking full impact assessments to identify the different types of user groups enabled me to create a change and communication plan relevant to these different groups. 

Even activities such as security patching benefit from change management. 

For one company, an organisation-wide upgrade for O365 needed to happen within a specific window of time. To enable this to complete successfully the employees needed to undertake certain actions. Knowing my key stakeholders, I was aware which channels would be more impactful for the employees. Rather than a blanket email, I worked with the leadership team to draft and deliver the targeted engagement which resulted in all employees actioning the required steps within the timeline which enabled the IT team to execute the backend changes on time and without business impact. Avoiding significant downtime and issue resolution.