2. Change management is more than training and communication
Engaging all stakeholders by merely sending out newsletters and having them instructed by key users in the traditional train-the-trainer approach, won’t work.
You can start mapping changes from high impact to low impact once you have listed all impacts on 3 levels:
Changes with low impact can be covered through straightforward communication and training, but high impact changes will require a much more in-depth approach to achieve the desire of stakeholders to adopt them. You will need to engage leadership at multiple levels to prepare the organization for these high-level impacts. Real business engagement is crucial to ensure business readiness and continuity.
Also, at an organizational level, companies must be aware of the impact of ERP on roles and responsibilities, and on the organization’s entire operating model, as this should dictate the architecture of the ERP solution. The sooner there is clarity on who will own which functions, processes or data, the smoother delivery will go.