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Implementing ArcGIS

2 Posts authored by: MGreen-esristaff Employee

There are many impactful change management components that can increase a technology solutions’ adoption rate among users.  People coming to UC get excited about so many new capacities or expanded utilization of their platform that will bring value to their organization.  Leverage these components to increase your success rate:

 

  • Preparing for Change is a strategic activity that should happen at the beginning of each project where you create strong alignment between people, the goals of the project, and the sponsors who will advocate for the technology’s use. 
  • Managing Change is a series of initiatives that are integrated into your project plan to assist people in accepting and embracing the new capabilities or workflows of each project. 
  • Reinforcing Change is the best practice to cement the new workflows into an everyday routine.  People interacting with technology brings your geospatial efforts to fruition. 

 

Come by the Guiding Your Geospatial Journey area to talk with experts about people focused change management activities that can enhance and increase your technology adoption rates.  Additionally, here are several people-oriented sessions that are happening at UC:

 

Technical Workshops

Tuesday, July 9                                                                                                         Location: SDCC - Rooms

8:30 am

Helping the Workforce Survive and Thrive in Times of Technology Change

SDCC, Room 16 A

Wednesday, July 10                                                                                         Location: SDCC - Rooms

8:30 am

Get the C-Suite’s Attention with Strategic Workforce Planning

SDCC, Room 31 A

1:00 pm

Increase GIS Adoption the Agile Way

SDCC, Ballroom 06 F

2:30 pm

Workforce Development Planning in Three Simple Steps

SDCC, Ballroom 06 F

4:00 pm

Helping the Workforce Survive and Thrive in Times of Technology Change

SDCC, Room 10

 

Spotlight Talks                                               

Tuesday, July 9                             Location: SDCC – Expo: Guiding Your Geospatial Journey Spotlight Theater      

10:30 am

Making It Real: Use Training to Make Your Tech Dreams Come True

 

Wednesday, July 10                          Location: SDCC – Expo: Guiding Your Geospatial Journey Spotlight Theater      

4:00 pm

Focus on Training to Go the Distance

 

 

Expo Area

Stop by to connect 1-on-1 with Esri Staff and talk more about Change Management and Adoption Strategies in our Guiding Your Geospatial Journey area.

Tuesday, July 9                9:00 AM–6:00 PM

Wednesday, July 10        9:00 AM–6:00 PM

Thursday, July 11             8:00 AM–4:00 PM

Securing broad, consistent adoption of new technology that disrupts or completely replaces familiar workflows is hard. Addressing people-focused change management in conjunction with a technology project increases the likelihood that organizations will achieve expected results. People-focused change management will be most effective when the change team establishes a clear vision and strategy.

 

  • Vision answers the questions why? and why now?
  • Strategy articulates how the organization will achieve change.

 

Developing the vision and strategy occurs in the Preparing for Change phase of the Prosci change management process. Together, the vision and strategy determine a set of tactics, which define what actions will be taken to achieve and sustain the change. Creating and executing tactics begins in the Managing Change phase and continues throughout the Reinforcing Change phase. 

 

Taking the time to craft and document a strong change vision, execution strategy, and set of tactics enables managers across the organization to drive change, rather than react to how new technology impacts their teams.

 

Preparing for Change

 

During this phase, the change champion works closely with the executive sponsor to create a vision that defines the need for change using a people-oriented perspective. In subsequent phases, the executive sponsor will introduce and repeat the vision in regular communications about the purpose and urgency for change. 

 

After the vision is established, the change team creates the change strategy. The strategy assists the change champion in identifying the specific people (managers and supervisors) who will be responsible for shepherding the change among individuals. Leadership uses the change strategy to identify and proactively influence any known resistance challenges before they impact the implementation phase.

 

Managing Change

 

As soon as the new technology is deployed, the Managing Change phase begins. Prosci defines 5 tactical plans needed to drive change. Once the tactical plans are complete, the change champion integrates change management activities into the technology project plan and follows up with managers to execute them in concert with key project milestones.

Synchronizing tactical, people-focused change-management activities with the technology project implementation activities helps ensure that individuals are ready, willing, and able to embrace the new technology as soon as it is available—shortening the time to value. 

 

Managers can influence the positive perception of new workflows so that individuals look forward to change. Individuals can embrace the vision of the future and make the choice to implement the change.

 

Reinforcing Change

 

For a change to become permanent, individuals must know their new workflows are supported. During this phase, the change champion assesses progress by seeking feedback from impacted individuals and managers. The feedback determines if tactics need to be adjusted to improve the success of the project.

 

Prioritization is usually a challenge during this phase. Most teams must accomplish their mission with the least amount of resources, which causes a flurry of activity for individuals all day long.

 

During these busy times, managers can lean on the change strategy and tactics to communicate with impacted individuals and ensure they receive effective training and coaching.

 

When everyday activities start to intrude on the change effort, individuals can pause, remember the vision, and reorient their actions to stay aligned with the purpose of the change.

 

When executed effectively, people-focused change management reduces the time that individuals take to embrace a change, adopt new workflows, and use new technology to make an impactful difference at their organization.