software implementation

In this episode of "The Digital Adoption Show," the focus is on the critical role of neuroscience and adaptive learning in successful change management within organizations adapting to the digital age. Dr. Britt Andreatta and Kelly Power are the featured guests who share their insights and strategies.

Dr. Britt Andreatta, an internationally recognized thought leader with a background in leadership, neuroscience, psychology, and learning, emphasizes three core human needs: survival, belonging, and becoming. 

• She explains how these needs impact our response to change and the importance of understanding the "biology of resistance" when introducing digital adoption.
• Dr. Andreatta's three-phase model of learning aligns with how the brain naturally learns, emphasizing the importance of breaking learning into digestible chunks, connecting new information to existing knowledge (schemas), and providing ample practice opportunities.
• Metrics for evaluating the success of learning solutions are discussed, with a focus on the five levels of evaluation according to the Jack Phillips model, including satisfaction, learning, implementation, impact, and ROI.
• Managing change and getting employees excited about it involves acknowledging resistance as a natural biological response, highlighting opportunities, providing clear communication, and celebrating progress along the way.
• Finally, Dr. Andreatta advises thorough research before adopting new technology solutions, including compatibility checks and rigorous reference checks to ensure the selected solution aligns with the organization's needs and goals.

In the continuation of the podcast, Kelly Palmer, the Chief Learning Officer at Degreed, shares her insights on the changing landscape of work and learning in the digital age.Kelly identifies herself as a workplace futurist, emphasizing the need for organizations to adapt to the changing world of work and learning. 

• She highlights the importance of forward-thinking companies that are preparing for the future by upskilling and reskilling their workforce. She mentions examples of companies like Booz Allen Hamilton and Amazon, which have initiated upskilling and reskilling programs to equip their employees with essential skills for the future.
• Kelly emphasizes the importance of measuring and quantifying the impact of upskilling and reskilling initiatives, which allows companies to track progress and ensure that their workforce is prepared for the challenges ahead.
• She also discusses the need for a learning culture within organizations, where employees are encouraged to take ownership of their learning and continuously acquire new skills. Kelly acknowledges that not all employees may initially embrace this mindset, but she emphasizes that the changing job market will likely compel individuals to keep their skills up-to-date to remain competitive.
• Kelly's insights provide a roadmap for organizations and individuals alike, urging them to proactively prepare for the future rather than react to it.

In summary, this episode delves into the neuroscience of change management, emphasizing the importance of understanding human needs, aligning learning with brain science, measuring the impact of learning solutions, managing resistance to change, making informed decisions when adopting new technology and the imperative need for organizations to embrace change in the rapidly evolving world of work and learning.

This episode features experienced Whatfix professionals from diverse backgrounds and departments, who talk about their perception of the ever elusive term ‘digital adoption’. A deeper understanding of how various departments within an organization, namely- HR, Product Marketing, Business Development (sales) can utilize Digital Adoption Platforms to their maximum potential and what their adoption curves have been like.

• Dharshan Chandran, a product marketer who has helped take early-stage enterprise SaaS products to market in various industries sheds some light on ‘userization’. Enlightening comparisons are drawn between personalisation, customisation and userization. He also talks about digital adoption platforms and how they can be best used in the ‘Product Marketing’ department.
• Arpita Haran talks about technology innovation and how her team of HRs has adapted to DAP. Along with that, she also explains her personal digital adoption story. She speaks with immense experience when she discusses how DAP has helped her ease out onboarding journeys of new folks, managing employee performances and conducting career conversations with her colleagues.
• Nabras Mohammed, a BD lead at Whatfix gives our listeners a sales expert’s point of view on the many ways in which digital adoption has enhanced his productivity. DAP has helped him get ahead of his competitors and not miss out on any opportunities. He talks about the importance of prospecting tools and competitor tools in the sales function.
• We delve deeper into the concept of Userization, where userization is about making software applications more human friendly. Software applications have come a long way, but users still need help to use them effectively. The goal of userization is to make software applications work for every user, the way they need it.

By introducing the "DAP UPSKILL" mini-series, we aim to provide our audience with a comprehensive and insightful learning journey, equipping them with the knowledge and skills to navigate the digital landscape confidently and embrace digital adoption to its fullest potential.

Thank you for listening "The Digital Adoption Show." We hope you found this episode and the entire series informative and engaging. Stay tuned for more exciting content as we continue to explore the future of work in the digital era. Your support and viewership are greatly appreciated! Keep learning, keep growing, and stay digitally empowered. Thank you, and see you in the next episode!

The Big Themes:

• Customer stories at Cloud World 2022: Bonnie praises Oracle for including the voice of the customer in many of the keynote talks at the conference, including Oracle Me HCM customers McDonald's, Marriott, and the Church of Latter Day Saints.
• Six key takeaways: These three customers talked about their implementation experiences with Oracle HCM technology, and Bonnie wrote up six important insights that other companies considering HR tech upgrades should keep in mind.
• Fundamentals must come first: Before pursuing HR and HCM software implementation, business leaders must have a strong grasp of processes, personas, and the employee lifecycle and overall experience.

The Big Quote: "Role clarity is important... All three organizations felt like it's very important to understand how the team is going to be in the future, in the cloud, because the team infrastructure and what they are responsible to do in a cloud environment is very different than with legacy systems."

More from Bonnie Tinder: Connect with Bonnie on LinkedIn or send a message via her Acceleration Economy Analyst page.

The Big Themes:

• Project success depends on preparation: About half of enterprise software and digital transformation initiatives fail, and Raven Intelligence data points to the fact that many companies simply don't have their ducks in a row before getting started.
• Inside the Readiness Tool: Bonnie explains that the tool is both free and easy to use. Anyone on the project team can complete it by answering 14 questions about stakeholder support, team leadership and roles, change management, and planning and prep.
• The benefits of assessing readiness: The tool will provide a score, one through 100, that will help companies gauge where they are on the spectrum in terms of readiness. It's essentially a litmus test for, should we start this project now?

The Big Quote: "You'd be surprised how many customers go through the motions—they select a software, they select the partner, and they truly aren't ready internally to start the project. And lo and behold, they choose a great software, they choose a great partner, and it still fails."

Curious about your transformation readiness? Try the new, free tool on the Raven Intelligence website.

Companion blog post: https://payments.corpay.com/resources/blog/how-easy-is-the-deployment-of-payment-automation

The latest episode of the Digital Adoption Show features Gokul Suresh, Global Head of Growth and Field Marketing, Whatfix and Emily Sheetz on Creating a bridge between work and the future of ways.

12:31 -How do you tackle the friction between people from diverse backgrounds to utilise technology in work?

• Most of our time is spent on a new hire and ensuring that the people are getting on board and understanding the business. We also spend a lot of time making sure that all of our learning materials are up to standard and that the new hire really gets prepared
• You've got people from different speciality areas trying to upskill and develop themselves. You've really just been forced into dealing with this and you can't be technically not savvy anymore. You have to have some willingness to engage with technology to get your work done and stay a good employee and stay connected with your team

36:27 -What do you think would be the future of L&D? What does it look like?

• Every company is a technology company, whether you're in health insurance, medicine, or any number of industries, you are actually in the technology industry, because technology is everywhere, and it is everything
• The pandemic has really proven that, if you're not able to get down with technology, you are at a severe handicap, and become super obsessed with targeted learning
• People are working at a job, and they're not in school. You should learn enough about the people, and deliver learning to them that is relevant and meaningful at the moment of their need

43:38 -How do we provide contextual help to a person so that they can upskill consistently? 

• Digital Adoption technology is so strong in learning principles. The Digital Adoption platform is a virtual assistant next to you who can walk you through a technology or a software application
• It is so extraordinary and practical and also solves so many issues that people have with using new software and the business challenges associated with it
• For Instance, I would have loved to have somebody sit next to me, the first time I got the iPhone, and I didn't even know how to make a call, I would have loved embedded help, where I could say, hey how do I make the call, ask the dumb questions to this technology 

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Dr Jerry Zandstra is the Chief Strategy Officer at MindSpring. He was the Director at the Acton Institute for the Study of Religion and Liberty.

The latest episode of the Digital Adoption Show features Gokul Suresh, Global Head of Growth and Field Marketing at Whatfix and Dr Jerry Zandstra on How to create a learner-friendly learning and training experience?

10:46 -How do you handle a situation when you have to satisfy everyone's wants while yet making it comfortable for them?

• You should ask yourselves, What do you want the learner to build or believe at the end? Who is that learner? Sometimes learning teams get stuck on thinking the learning is about the team that is creating, and you lose focus on the end user
  Spend a lot of time thinking about the learners and focus more towards what would be their experience and what is their current depth of knowledge
• The training needs to be ideal for an employee who is just starting his/her career with a year of experience and also an old veteran who is on the job for a very long time. Focus on the training methodology where both get the opportunity to learn

18:12 -How do you ease the adoption of a complex software setup in a Large Organization? 

• To ease the software adoption, once you have gone through the needs assessment and understood what the requirements are. Microlearning can ease the adoption of a complex software
• The idea of micro-learning is to create small bite-sized pieces of information and deliver them just in time when people need it. A two-hour course on a new piece of software, won’t be an ideal experience for anyone. Instead, if you let them play with the software and you help them with the prompts, that will help the users take the consecutive steps
• Don’t feed information whatever you can in a two-hour session, rather push information toward the user in their time of need and let them learn it on their own it's a very strong and powerful learning experience you can deliver when you're able to pull rather than have things pushed

23:51 -How we can derive ROI from the learning experience? What specific critical KPIs should L&D professionals be keeping an eye on?

• The learning and development team are highly educated and creative. They want to build and after they've built, they don't spend any time thinking about how to market it efficiently. It's a bit of a difficult framework because most people that are in learning and development don’t actively look up to the ROI metrics
• Generally, a metric could be anything from reducing injury, increasing purchasing power, gaining market share, and improving efficiency gains. It all has to do with your initial learning objectives. Decide the requirements and build it and once it's built, focus on how we measure it. Have metrics which you will be able to measure and demonstrate
• One of the biggest challenges in L&D is, learning teams want to build and deliver the experience. But, how do we know that the learning experience is successful? It isn't just about the learner enjoying it or you have got good feedback over there. There should be physical numbers and you should start focussing on improving them from time to time

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Kelly Palmer is Chief Learning & Talent Officer at Degreed. She is the co-author of "The Expertise Economy: How the smartest companies use learning to engage, compete and succeed," which focuses on the urgent need to upskill the workforce with the skills needed most for the future of work. 

The latest episode of the Digital Adoption Show features Gokul Suresh, Head of Global Growth and Field Marketing, Whatfix and Kelly Palmer on Why Adaptive Learning Is What The Future Workplace Needs.

Quick Takeaway:

• Bringing leaders’ attention to the future is the goal of the workplace futurist.
• The Expertise Economy demonstrates how the most creative companies in the world use learning to engage customers, compete successfully and prosper. Harvard’s Mind, Brain, and Education department spoke with business leaders about reskilling and upskilling the workforce.

7:44 - What is your take on the Workplace Futurist?

• The world of work is changing and all leaders need to think about what's going to happen in the future, the people who are preparing now for the future are those who are going to be most successful and it's hard to think too far into the future
• Technology is impacting the world of work and learning, we should be prepared a few years ahead for the technology that's going to be coming. We have to be ahead of what's coming at us and not be complacent, not just work with the tools we have, we should be anticipating and need to prepare accordingly
• A lack of planning can make you realize that you are not at a great competitive advantage for your company and that you're falling behind in terms of innovation. The whole idea behind a workplace futurist is to think about all the things that are happening in the future, but also to help push others to think about what's happening in the future and to get ready for that

20:57 -How can businesses adopt and execute upskilling and rescaling to drive digital adoption?

• The subtitle of the expertise economy is how the smartest companies use learning to engage, compete and succeed. There's a difference between just getting knowledge, and then actually being able to do something with the knowledge that you gain
• You've really got to help employees with guidance around what skills are going to be most critical for your company moving forward and digital adoption solutions can help you solve the challenge
• Amazon is now spending $700 million on upskilling and rescaling their workforce, they understand that automation is impacting their company and their employees in big ways. Amazon is up-skilling the employees to acquire new skills so they can work in other parts of Amazon or outside Amazon. So that's kind of the idea organizations are focussing around upskilling and rescaling strategy

32:18 -What's the difference between a learning experience platform and a learning management platform?

• For decades, the only technology that learning organisations have relied on is a learning management system and it was designed for an administrator so that you could track compliance training and people could register for in-person classroom training
• Most people in L&D believe that the learning management system really has a negative influence on employees and most employees aren't happy with that. A Learning experience platform is not an LMS. It's not a place where you create content, it's actually the layer on top of learning platforms that helps people build a learning ecosystem
• The future is headed in terms of technology really focusing on the learner rather than the administrator and also giving the company a view of what people are doing as well as the individual

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Nicole McBee has worked with over 300 home care agencies, many in her home state of Missouri but also many in Michigan, North Carolina, Florida and other locations. Her expertise and bubbly infectious personality are unmatched. In this episode of Home Care Heroes, I learned that Nicole likes to organize her advice into 3 part plans.

Since we share a lot of customers with Nicole in Missouri, we tended to talk about Missouri Medicaid home care a great deal, but as you'll see from the outlines below and listening to the episode, her advice applies nationwide.

Nicole's 3 Pillars of Home Care Consulting:

1. Compliance,
2. The Business, and
3. Recruiting and Retention

Nicole's 3 phase plan to rolling out systems:

1. Electronic Visit Verification (EVV) first: Get your schedules clock-ins and clock-outs flowing smoothly
2. Payroll: Next have your EVV system flow to your payroll
3. Billing:  Nicole said "If your butt cheeks are in the seat, your not out caring for your caregivers."

You can reach Nicole on 314-650-6712 or visit her website at www.newdayconsult.com.

Home Care Heroes is produced and sponsored by Ankota - the Software for the Heroes of Home Care. We truly embrace the notion that caregivers and home care companies are heroes. Our top priorities simplicity, caregiver retention and outstanding service. Visit us at https://www.ankota.com.

There are a lot of stories about famous ERP implementation failures. There is a lot less information on how to prevent one from ever happening in the first place. Rather than focus on the tragedies, we prefer to provide the answers on how to avoid an ERP implementation disaster. In this episode of The ERP Advisor, we discuss the underlying reasons why implementations go off the rails and provide guidance on how to identify the warning signs ahead of time. Featuring Principal Consultant Curtis Wait as a special guest.

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People want to understand the difference between enterprise resource planning (ERP) and digital transformation, but it’s not always an either-or situation. Many of today’s ERP initiatives incorporate elements of digital transformation (think artificial intelligence, cloud computing, the Internet of Things, etc.).

As consumers continue to expect real-time access to information and ordering, many companies are rethinking how they do business. ERP initiatives may have once been thought of as incremental changes to automate processes, but the game has changed. 

Connect with us!

https://www.erpadvisorsgroup.com

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