Oct. 22, 2024

Episode 344: In the Dynamics Corner Chair: Technology, Business, & People: The Role of Change Management in ERP Implementations

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Season 3

𝐖𝐡𝐚𝐭'𝐬 𝐭𝐡𝐞 𝐜𝐨𝐦𝐦𝐨𝐧 𝐝𝐞𝐧𝐨𝐦𝐢𝐧𝐚𝐭𝐨𝐫 𝐢𝐧 𝐚𝐥𝐥 𝐄𝐑𝐏 𝐢𝐦𝐩𝐥𝐞𝐦𝐞𝐧𝐭𝐚𝐭𝐢𝐨𝐧𝐬? 📐

 

If you guessed, "people", you get a free Dynamics Corner T-shirt (maybe; we'll see).💃🕺

 

Jokes aside, if you've ever struggled with a Business Central implementation, or any ERP implementation — whether you're a partner or an end user — you need to tune in to this episode.

 

Kristoffer Ruyeras and Brad Prendergast sit down with Nelly Jebran in the Dynamics Corner chair (quite literally — watch to the end and see for yourself) to talk about all things change management and why people are at the heart of a successful implementation.

 

Some topics we cover:

 

🎯 𝘞𝘩𝘢𝘵 𝘪𝘴 𝘤𝘩𝘢𝘯𝘨𝘦 𝘮𝘢𝘯𝘢𝘨𝘦𝘮𝘦𝘯𝘵 𝘢𝘯𝘥 𝘸𝘩𝘺 𝘴𝘩𝘰𝘶𝘭𝘥 𝘸𝘦 𝘤𝘢𝘳𝘦?

🎯 𝘏𝘰𝘸 𝘥𝘰𝘦𝘴 𝘤𝘩𝘢𝘯𝘨𝘦 𝘮𝘢𝘯𝘢𝘨𝘦𝘮𝘦𝘯𝘵 𝘩𝘦𝘭𝘱 𝘺𝘰𝘶 𝘪𝘯 𝘺𝘰𝘶𝘳 𝘪𝘮𝘱𝘭𝘦𝘮𝘦𝘯𝘵𝘢𝘵𝘪𝘰𝘯 𝘫𝘰𝘶𝘳𝘯𝘦𝘺?

🎯 𝘏𝘰𝘸 𝘥𝘰 𝘸𝘦 𝘭𝘪𝘯𝘦 𝘶𝘱 𝘵𝘩𝘦 𝘵𝘦𝘤𝘩𝘯𝘪𝘤𝘢𝘭 𝘴𝘰𝘭𝘶𝘵𝘪𝘰𝘯 𝘸𝘪𝘵𝘩 𝘵𝘩𝘦 𝘣𝘶𝘴𝘪𝘯𝘦𝘴𝘴 𝘳𝘦𝘲𝘶𝘪𝘳𝘦𝘮𝘦𝘯𝘵𝘴 𝘸𝘩𝘪𝘭𝘦 𝘬𝘦𝘦𝘱𝘪𝘯𝘨 𝘱𝘦𝘰𝘱𝘭𝘦 𝘢𝘵 𝘵𝘩𝘦 𝘤𝘰𝘳𝘦 𝘰𝘧 𝘤𝘩𝘢𝘯𝘨𝘦𝘪𝘯𝘪𝘵𝘪𝘢𝘵𝘪𝘷𝘦𝘴?

🎯 𝘞𝘩𝘢𝘵 𝘪𝘴 𝘵𝘩𝘦 𝘷𝘢𝘭𝘶𝘦 𝘰𝘧 𝘢𝘯 𝘦𝘹𝘤𝘦𝘭𝘭𝘦𝘯𝘵 𝘵𝘦𝘤𝘩𝘯𝘪𝘤𝘢𝘭 𝘴𝘰𝘭𝘶𝘵𝘪𝘰𝘯 𝘪𝘧 𝘯𝘰 𝘰𝘯𝘦 𝘦𝘮𝘣𝘳𝘢𝘤𝘦𝘴 𝘪𝘵?

🎯 𝘏𝘰𝘸 𝘥𝘰 𝘸𝘦 𝘨𝘦𝘵 𝘪𝘮𝘱𝘭𝘦𝘮𝘦𝘯𝘵𝘦𝘳𝘴 𝘢𝘯𝘥 𝘶𝘴𝘦𝘳𝘴 𝘢𝘵 𝘢𝘭𝘭 𝘭𝘦𝘷𝘦𝘭𝘴 𝘵𝘰 𝘢𝘭𝘪𝘨𝘯 𝘢𝘳𝘰𝘶𝘯𝘥 𝘢 𝘤𝘩𝘢𝘯𝘨𝘦 𝘪𝘯𝘪𝘵𝘪𝘢𝘵𝘪𝘷𝘦?

🎯 𝘞𝘩𝘰 𝘪𝘴 𝘢 𝘤𝘩𝘢𝘯𝘨𝘦 𝘭𝘦𝘢𝘥𝘦𝘳? 𝘞𝘩𝘰 𝘪𝘴 𝘳𝘦𝘴𝘱𝘰𝘯𝘴𝘪𝘣𝘭𝘦 𝘧𝘰𝘳 𝘤𝘩𝘢𝘯𝘨𝘦?

 

Get ready to challenge the way you approach your next implementation project. Tune in to the full episode.

Send us a text

#MSDyn365BC #BusinessCentral #BC #DynamicsCorner

Follow Kris and Brad for more content:
https://matalino.io/bio
https://bprendergast.bio.link/

00:00 - Change Management in Dynamics Implementations

10:29 - The Importance of Change Management

15:29 - Implementing ERP Systems With Flexibility

25:13 - Effective Change Management for ERP

32:39 - Navigating Change in Organizations

42:59 - Effective Change Management Strategies for Projects

56:19 - Change Management in ERP Implementations

01:01:09 - Planning and Executing ERP System Implementation

01:10:10 - Exploring Open Source Change Management

01:16:02 - Improving Organizations Through Change Management

01:25:29 - Appreciation and Farewell in Dynamics_corner

WEBVTT

00:00:00.360 --> 00:00:07.354
Welcome everyone to another episode of Dynamics Corner, the podcast where we dive deep into all things Microsoft Dynamics.

00:00:07.354 --> 00:00:18.390
Whether you're a seasoned expert or just starting your journey into the world of Dynamics 365, this is your place to gain insights, learn new tricks and answer.

00:00:18.390 --> 00:00:21.083
Of what is change management, I'm your co-host.

00:00:21.103 --> 00:00:22.702
Chris, and this is Brad.

00:00:22.702 --> 00:00:26.553
This episode was recorded on September 29th 2024.

00:00:26.553 --> 00:00:32.689
Chris, chris, chris, we're already three quarters of the way through the year.

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I can't believe it.

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Don't remind me man.

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It went by fast, Lots of changes.

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Soon lots of changes.

00:00:39.886 --> 00:00:44.652
Speaking of changes, did you update your phone to the new iOS 18?

00:00:45.142 --> 00:00:45.485
I did last week.

00:00:45.506 --> 00:00:45.768
I 18?

00:00:45.768 --> 00:00:53.515
I did last week, I did, I did last night and I also updated my Mac to the latest OS 2.

00:00:53.534 --> 00:00:54.036
Oh, I have to do that.

00:00:54.581 --> 00:00:58.847
You have to do it Because the two of them together is amazing.

00:00:58.847 --> 00:00:59.768
There's a lot to it.

00:01:00.831 --> 00:01:01.512
That's a change.

00:01:02.481 --> 00:01:04.688
A lot of changes into your behavior.

00:01:04.688 --> 00:01:08.343
The iPhone mirroring is my favorite.

00:01:08.343 --> 00:01:08.685
I wish I had a.

00:01:08.704 --> 00:01:13.623
I learned how to change management that process but you could demo better now with your mobile device.

00:01:13.623 --> 00:01:16.212
Right, you can do everything better with it's.

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You can open up apps on your phone, on your mac it's amazing a lot of changes all new changes.

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I'm learning to figure out, but speaking of changes.

00:01:24.942 --> 00:01:26.346
Today we had the opportunity'm learning to figure out, but speaking of changes.

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Today we had the opportunity to speak with Nellie J Brown about change management through an implementation.

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I heard the countdown, good morning.

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You heard the end of my countdown.

00:01:47.849 --> 00:01:49.962
You came in 3, 2, 1.

00:01:50.864 --> 00:01:52.566
That's good, yes, yes, good morning.

00:01:52.587 --> 00:01:53.408
Wait 3, 2, 1.

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Am I recording?

00:01:54.831 --> 00:01:55.692
Yes, you're recording.

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You tell me.

00:01:57.460 --> 00:01:58.807
Yeah, yeah, I know we're recording.

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We just had to give you know we did our little exercises.

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What are they actually Like?

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What do you do?

00:02:04.820 --> 00:02:06.343
Or is that a secret trade secret?

00:02:06.784 --> 00:02:08.930
it's a trade, it's behind the scenes.

00:02:09.150 --> 00:02:22.675
That's exclusive you do the turkey gobble don't tell anyone, chris, it's an all, it's all the turkey, it's just that's just one, uh one process, right, just a turkey gobble and then that's a bunch of other stuff.

00:02:23.076 --> 00:02:24.521
Okay, I was trying to picture stuff.

00:02:24.521 --> 00:02:42.466
Yeah, I was trying to picture what you guys were doing while I was waiting no, it's uh, we're going to have, uh an exclusive, all-access vip pass okay for like behind the scenes what happens before the episode what does one need to do to get one of these vipassos?

00:02:42.566 --> 00:02:48.692
it's, it's arbitrary, okay, that's helpful?

00:02:48.731 --> 00:02:51.895
I think really helpful it's really helpful.

00:02:52.415 --> 00:02:55.329
Uh, good morning good morning for taking the time to speak with us.

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I've been looking forward to this conversation for some time and what's interesting is how this came about, because and Chris, I don't know if I shared the story with you or not uh, with how we lined up speaking with Nelly here, and I always want to start singing.

00:03:13.765 --> 00:03:15.585
Which one do you want to sing?

00:03:15.585 --> 00:03:16.810
Do you want to sing Nelly Fatayo?

00:03:17.741 --> 00:03:19.828
Or Nelly the rapper, yeah, yeah.

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That's what I'm saying.

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Give us a verse, Nelly.

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Give us one of them.

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I'm like Give us a verse.

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Nellie, give us one of them.

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I'm like a bird.

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Okay, I fly away.

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Yeah, I'm not going to sing.

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No okay, if you want your listeners to leave right now, I will sing.

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I think, listening to Chris and I will leave anyway, but that's okay.

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The interesting point with this was that I'm a big advocate for test automation as well as source control source code, depending on what you're talking about management which, in essence, is change management for applications.

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So I had come across some information shared by Nelly and I said, oh, this is a great topic to have on the podcast.

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So we started talking back and forth about change management.

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Yeah.

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The whole time.

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I'm talking about software application change management, and she wasn't.

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No, so then finally after we went, we exchanged back and forth, you know, talking about the podcast, talking about what we could talk about, going on.

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She goes.

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Wait a minute.

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I'll tell you what did it, but yeah, no, you can tell me what did it Go ahead?

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Well, he says something about C-A-L-A-L extensions.

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I know roughly what that is with Business Central Online, the new whatever, and I'm like I don't think we're talking about the same type of change management, Brad, but it's still interesting.

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So I mean, I don't know how interested you'd be in-.

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How long did that conversation go it?

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went for a bit until it was like, okay, yeah, but it was fun, and then we realized we were talking about two things.

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Which is important.

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It's important to distinguish between those two.

00:05:03.742 --> 00:05:41.377
It was important and it also brought light to me and ever since that conversation, I don't know if it's like when you buy a new vehicle, yeah, everybody on the road has that vehicle, yeah, but now all I hear is change management from the implementation side, which I never put a term on it, but we all speak about and I'll talk about because it's an important part of an implementation so it's, someone will either go through an upgrade or uh implantation damn it, I was gonna do it first, oh see implantation.

00:05:41.838 --> 00:05:45.867
That's the other part, because you know how my old eyes I don't know who had the typo was it me?

00:05:45.867 --> 00:05:53.468
The typo was you yeah see, I don't even notice these things because my eyes at this point uh, we did a typo, or shouldn't miss.

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Nelly did a typo for implantation yeah, and then I realized it, and then I was like, oh shoot, I'm an implementation.

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And then it was like no, actually implantation makes sense, because you're sort of implanting a thing into an organism which is the organization.

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So now it's implantations.

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There you go.

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I'm just going to say that I'm going to coin that.

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Yeah, I'm coining it.

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It makes sense it makes sense, but to take it back.

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You know, this is what we talk about often.

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Is you know and I don't even know if the word is proper, like you know, user adoption, or what an organization has to go through as they migrate to a newer version of an ERP application or any application?

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I mean the change manager is not just ERP that's the focus for what we talk about but anything that you're introducing new to an organization.

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It's not only the application that you need to manage the changes, for it's the business.

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And how can you implement that within an organization to make sure that you have that?

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Is it user adoption?

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Is that the proper term?

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I don't like that word so much because I mean I always use this example when we went from an older ERP that nobody's heard of to Business Central online, we had 100% user adoption because we turned off access to the old system.

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I mean that to me is like okay, I can say it was a success because 100% user adoption.

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You forced them into it.

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I forced them into it, we forced them into it, but how do they feel about using it?

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What were the challenges, the struggles?

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All of that is not captured in, I think, adoption rates.

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So I like to say, like embracing, or you know something along those terms, how are people embracing the new solution?

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And that's what you know, really the focus of the type of change management that I'm interested in when we're implanting new solutions.

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And it's a vital part of an implementation.

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I think it's even more important than the application, because without the user acceptance, user adoption or the users being able to use the application, it can't be successful.

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Because if a user cannot do what they're tasked to do in their job, then it is not a successful implementation.

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At the end, if you look back at it, the application may work perfectly, but if it doesn't work perfectly for a business or the users don't know how to use it, then you have a problem.

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Well, there's a change formula that I always refer to.

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This was coined or developed by General Electric when they were developing their change management practice or philosophy in the 90s.

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So it's E equals Q times.

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What is it Q times?

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The effectiveness of a solution is equal to the quality of the solution times the acceptance of that solution.

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And it's multiplicative.

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It's not addition.

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It's not like the quality of the solution plus the acceptance.

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It's times the acceptance.

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So if you have zero acceptance, the value of your solution is zero.

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It can be an amazing product and an amazing solution that nobody uses.

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Then what's it worth?

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that nobody uses, then what's it worth?

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Yeah, I like the difference.

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You made that adoption and embracing and accepting it's very different.

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Adopting you have to use it right.

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You're adopting to it.

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Do you like it?

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Was it successful?

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Did it do exactly what you want it to do?

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It's different Because a lot of people tend to, you know, be upset for a couple months and eventually they'll embrace it.

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But it's a tough, you know, couple months that you have to unravel.

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And I still hear it's been four years since we went on Business Central Online and I hate this system, I hate this piece of stuff, you know, but that's, I think, because we did change management wrong in the beginning.

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A lot of that.

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Before we jump into that and continue on talking about that fancy formula as well as the topic of change management, would you tell us a little bit about yourself?

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Yeah, sure, okay, I don't know.

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It's been a winding road.

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I was kind of in the academic world and I did a master's in political science and then I was doing a PhD in bioethics and I just kind of got jaded in the academic world.

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It was just not where I wanted to be and I ended up in a business development role, which is where I'm working now.

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Um, and it was nothing that I ever imagined I'd be doing.

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I grew up thinking like ew, business, ew, it's gross, it's like icky, I don't like sales.

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And then I fell in love with that and then, and just the whole psychology of sales and interactions with people and that whole piece of it.

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And then, um, I think you know things really turned around when we were we were acquired, we were a distributor for my current parent company and um went through an acquisition.

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We were on the acquired side and that came with a whole slew of changes, one of which was the new system, but it was compounded and embedded in a much bigger change, a cultural change, branding change, um, you know, like how we our processes, all of it, and one big piece of it was the business central implantation.

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It was hard and that's how I got involved in change management because I was responsible for the for a team that was going to be adopting and using this system, and they hated it.

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And we got a lot of pushback, a lot of questions and I, you know, like, what are we doing wrong?

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And that's when I started researching and I didn't even know there was a thing called change management.

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And then I got certified by, like the leading change management certification organization, prosci, and that was kind of the start of it, and I've been researching and looking at different ways to do it and really I think the conclusion I've come to is that it's common sense A lot of us do change management and just don't even really call it that and it doesn't have to be complicated, but it does have to consider complexity, because people are complex and systems are complex.

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So, anyway, it's just this whole thing that I fell in love with and I started applying those principles actively in my organization and my team and also outside of our location, and it makes a difference.

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It makes a huge difference in how people feel about using the system and the success rate, however you want to define that.

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It is, it's a huge part of a successful implementation.

00:12:40.490 --> 00:12:43.423
And to hear that someone's not happy with the system.

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I take a lot of those comments with a grain of salt, as they say, because you can't please everybody.

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But if you have that much dissatisfaction, misery breeds company.

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I guess you could say so.

00:12:56.780 --> 00:12:59.549
If you have someone who's dissatisfied, you have to figure out why.

00:12:59.549 --> 00:13:02.629
And is it that they weren't properly trained?

00:13:02.629 --> 00:13:08.993
Is it that they're just somebody who doesn't understand what they're doing, or what they need to do, or why they're doing it?

00:13:08.993 --> 00:13:11.241
It's important to find to it.

00:13:11.241 --> 00:13:21.035
But when it comes to change management, how would you define or explain what change management is for an implementation?

00:13:21.679 --> 00:13:25.270
Yeah, so usually I refer to two quotes and then I'll elaborate on those.

00:13:25.270 --> 00:13:28.426
So you're familiar with project management.

00:13:28.426 --> 00:13:30.912
There's a quote by um Justin Belaski.

00:13:30.912 --> 00:13:38.134
He's really cool, he's on LinkedIn, he's um, he does these uh posts on his page um, ideally.

00:13:38.134 --> 00:13:45.831
And so he says project management is the tasks to be done and change management is aligning everyone around the tasks to be done.

00:13:45.831 --> 00:13:54.144
So it's getting everybody aligned around the same vision, whether it's the people implementing the solution or the people who are going to be using the solution.

00:13:54.384 --> 00:13:58.320
That's one kind of brief intro into it and how I think of it.

00:13:58.320 --> 00:14:01.562
And the other one is this is by Sharon Connolly.

00:14:01.562 --> 00:14:11.413
She's down in Australia and she says something along the lines of we moved the bread from aisle three to aisle 13.

00:14:11.413 --> 00:14:14.255
Change management is making sure everyone has toast the next morning.

00:14:14.255 --> 00:14:23.511
So think about everything that has to be done to accomplish that, so that it's seamless, so that we still get the value that we're looking for.

00:14:23.511 --> 00:14:27.846
But who was involved in making that happen and what had to happen?

00:14:27.846 --> 00:14:30.546
All of that, it comprises change management.

00:14:30.740 --> 00:14:51.450
So I think of it as the practices, the approaches, the mindsets that enable a solution to be successful and enable the acceptance of a solution and there are many different ways to go about it and lots of tools, but I think for me, context matters the most.

00:14:51.450 --> 00:14:57.827
You have to be aware of the context that you're in, who you're working with, what you're doing, and there's no one size fits all approach.

00:14:57.827 --> 00:15:04.350
I mean, if there's anything I would stress is that you can't just like take a model and plop it into every situation.

00:15:04.350 --> 00:15:12.773
You know it, working with people, and things change as you're going along, as you know, like things come up that you have to accommodate for.

00:15:12.773 --> 00:15:14.628
So you have to be aware of context and be flexible.

00:15:16.663 --> 00:15:28.929
No, it's often overlooked and I know sometimes, working with the implementations, individuals think that oh, it's just because we have a new system, everything will just work, without what has to go behind it, and I like the point that you brought up.

00:15:28.929 --> 00:15:34.472
There isn't a one size fits all to an erp implementation or to any implementation.

00:15:34.472 --> 00:15:39.067
I think there's not many things that a cookie cutter, I think, even cooking cookies in an oven.

00:15:39.067 --> 00:15:41.140
Depending upon the oven you're using, it, may be a slate.

00:15:41.160 --> 00:15:59.225
You can have some similarities, but it may be a slightly different process when you're making your dough like all of it yeah, so you could have a standard there, but it is, and that's one important thing to realize is that you can have a standard that you can follow, but that standard isn't going to apply to everybody uniformly.

00:15:59.225 --> 00:16:07.274
You may have some variances along the way, and also the users that are using it are important.

00:16:07.274 --> 00:16:28.413
So, with the change management identifying what change management is, which is more on the talent side of an organization or a business that they're working with it how can you effectively, what can effectively be done to go through this process of change management or managing changes?

00:16:28.413 --> 00:16:31.068
What type of process should someone follow?

00:16:32.140 --> 00:16:36.807
Can you hold that thought and remember the question, because I forgot to do our game.

00:16:38.643 --> 00:16:41.129
Oh, hold on, Remember the thought.

00:16:41.159 --> 00:16:43.580
Remember the question that you just asked, because I forgot it already.

00:16:43.801 --> 00:16:44.765
I will probably forget.

00:16:45.320 --> 00:16:46.029
The process is something.

00:16:46.029 --> 00:16:46.264
No, I will remember the question.

00:16:46.264 --> 00:16:46.832
Remember the question that you just asked, because I forgot it already.

00:16:46.832 --> 00:16:47.003
I will probably forget.

00:16:46.945 --> 00:16:48.705
The process is something of a no, I will remember the question.

00:16:49.046 --> 00:16:54.379
Okay, I asked you to have your papers and pens and notebooks.

00:16:54.440 --> 00:16:56.645
I have my handy, dandy notebook and my pen.

00:16:56.666 --> 00:16:58.110
Chris, you got yours, yep.

00:16:58.650 --> 00:17:04.270
Okay, so in very few words, like three or four or five words, a short sentence.

00:17:04.270 --> 00:17:09.387
Write down how you feel about business central implementations.

00:17:09.387 --> 00:17:12.521
Very briefly, just write a short sentence.

00:17:12.521 --> 00:17:13.846
What does it make you feel?

00:17:13.846 --> 00:17:16.944
That's hard, I know.

00:17:18.561 --> 00:17:19.144
That is tough.

00:17:19.960 --> 00:17:26.207
You should play some hold music while you think, or like a couple of words that you associate with an implementation.

00:17:26.207 --> 00:17:27.411
Two, three words.

00:17:30.800 --> 00:17:31.584
With what aspect?

00:17:31.805 --> 00:17:34.425
Just in general, With the first thing that comes to mind.

00:17:34.425 --> 00:17:35.249
Whatever, anything.

00:17:35.249 --> 00:17:36.721
That's not the point of the exercise.

00:17:44.474 --> 00:17:44.734
All right.

00:17:50.660 --> 00:17:51.442
Okay, chris is done A little done.

00:17:51.442 --> 00:17:52.244
One second gosh, I'm at a loss of words.

00:17:52.244 --> 00:17:58.501
Believe that, believe that one how I feel about a business central implementation did you?

00:17:58.521 --> 00:17:59.403
did you put something down?

00:17:59.403 --> 00:18:01.366
No no, no, no.

00:18:02.809 --> 00:18:05.755
Okay, I love exercises.

00:18:06.441 --> 00:18:09.578
I like this too, but now see, I take it so serious I put you on the spot.

00:18:09.578 --> 00:18:11.605
That I need to.

00:18:12.140 --> 00:18:13.663
It really doesn't matter what you say.

00:18:13.663 --> 00:18:14.464
That's not the point.

00:18:15.807 --> 00:18:16.929
See, brad, it doesn't matter.

00:18:16.929 --> 00:18:21.397
It doesn't matter, play it, but it doesn't matter, do it.

00:18:21.397 --> 00:18:24.127
It's like adoption right, you gotta adopt, but it doesn't matter.

00:18:24.208 --> 00:18:28.623
It's like adoption right, you can adopt, it doesn't matter, just do it, because I told you to Done.

00:18:28.623 --> 00:18:30.605
Okay, chris goes first.

00:18:30.625 --> 00:18:32.086
It doesn't make sense, but I put the words down.

00:18:32.327 --> 00:18:33.789
Would you mind sharing, Chris, what you wrote?

00:18:33.829 --> 00:18:43.037
Sure, what do I feel when I do a business central implementation, being in this space for quite some time I I show I'm sure Brad has as well.

00:18:43.037 --> 00:18:50.525
I think what I get out of it is the joy um that it brings.

00:18:50.525 --> 00:18:52.423
Okay, so I'll just read what I said.

00:18:52.624 --> 00:18:54.009
Yes, I enjoy that yeah.

00:18:54.800 --> 00:18:58.969
I enjoy the value it brings to an organization for their future growth.

00:18:59.529 --> 00:19:01.894
Okay, cool Brad.

00:19:02.340 --> 00:19:03.505
Mine is similar.

00:19:03.505 --> 00:19:13.209
It's strange but different Because I was pressured.

00:19:13.209 --> 00:19:21.619
I put down, it's a positive journey for success and efficiency within an organization.

00:19:21.840 --> 00:19:22.945
Okay, very nice.

00:19:22.945 --> 00:19:31.711
So next part of the exercise pick up your pen, Okay, Got it.

00:19:31.711 --> 00:19:33.255
Can I see your pen, chris?

00:19:33.255 --> 00:19:35.403
Okay, I'll put it in the other hand.

00:19:35.403 --> 00:19:41.590
Okay, and I hope you're not ambidextrous because you're going to ruin my exercise.

00:19:41.590 --> 00:19:51.720
Now you're going to, on a piece of paper, write down two words, three words that describe the biggest challenges you've had with the Business Central implementation.

00:19:51.720 --> 00:19:53.567
With your non-dominant hand.

00:19:54.401 --> 00:19:56.067
With my non-dominant hand.

00:19:56.300 --> 00:19:57.465
Non-dominant hand.

00:19:57.465 --> 00:19:58.765
Write down three.

00:19:59.299 --> 00:20:00.886
Two or three words, whatever you want to say.

00:20:00.886 --> 00:20:04.228
No, I'm just repeating for those that are playing at home.

00:20:04.228 --> 00:20:05.511
Oh, people are playing at home.

00:20:05.511 --> 00:20:14.307
Okay, write down two or three words for A challenging aspect of an implementation.

00:20:14.307 --> 00:20:19.174
Don't cheat, use your dongle.

00:20:19.319 --> 00:20:21.445
This is like you know.

00:20:21.766 --> 00:20:28.021
I mean these are big words that I'm writing, chris, you can't use big words.

00:20:28.042 --> 00:20:28.884
It's gonna be hard.

00:20:29.665 --> 00:20:30.928
Okay, two, three words.

00:20:30.928 --> 00:20:31.789
Okay, I think I have two.

00:20:31.789 --> 00:20:40.941
Okay, I'm good.

00:20:41.221 --> 00:20:44.484
Okay, so so hold hold until Brad's time.

00:20:47.346 --> 00:20:48.147
This would be a fun one.

00:20:49.970 --> 00:21:04.374
Resonate listen, I wrote this with my non-dominant hand okay, can I, can you show us like?

00:21:04.394 --> 00:21:05.958
can I just see what they look like?

00:21:05.958 --> 00:21:09.642
Okay, kind of sort of.

00:21:09.662 --> 00:21:10.083
Okay, chris, can you?

00:21:10.124 --> 00:21:11.106
read what you wrote.

00:21:11.106 --> 00:21:12.611
Oh, I mean, that's not bad, chris.

00:21:12.631 --> 00:21:24.692
People, community involvement okay, I couldn't fit it there, it's communication so people yeah, people, yeah the right people um communication and uh Not bad and Brad yours.

00:21:28.980 --> 00:21:29.142
I put.

00:21:29.142 --> 00:21:32.067
The three words that I chose are a lot deeper than the words, because there's meaning behind them.

00:21:32.067 --> 00:21:33.863
I put time.

00:21:34.625 --> 00:21:34.925
Okay.

00:21:36.368 --> 00:21:36.891
Training.

00:21:37.471 --> 00:21:37.673
Okay.

00:21:37.940 --> 00:21:39.266
And training covers a lot.

00:21:39.527 --> 00:21:39.686
Yes.

00:21:40.461 --> 00:21:42.528
As well as testing.

00:21:42.528 --> 00:21:43.490
Okay.

00:21:45.080 --> 00:21:50.992
So how did it feel doing something that you're not used to?

00:21:50.992 --> 00:21:53.828
I mean, I assume you don't write with your non-dominant hand.

00:21:58.961 --> 00:22:08.489
I'm comfortable using my left hand as much as my right hand, so it's just a matter of trying to fit it.

00:22:08.489 --> 00:22:12.448
But you know I'm not ambidextrous in any way or form.

00:22:12.701 --> 00:22:13.723
I wrote it on the other side.

00:22:13.723 --> 00:22:14.727
I didn't move my pad.

00:22:16.291 --> 00:22:16.973
What about you, Bradley?

00:22:16.973 --> 00:22:18.240
What was your first reaction?

00:22:19.103 --> 00:22:20.509
when you said switch hands.

00:22:23.021 --> 00:22:25.468
No, it's something that I'm not used to doing.

00:22:25.468 --> 00:22:31.134
Obviously you can tell by the lettering and the penmanship that I have your chicken scratch.

00:22:31.134 --> 00:22:33.240
Yeah, I write chicken scratch anyway.

00:22:33.280 --> 00:22:36.729
Now we have, whether right, yeah, dominant or not, it doesn't matter.

00:22:36.788 --> 00:22:48.422
I have my chicken scratch is a little more chicken scratchy and did you have to think a little bit harder, like just kind of as you did it, or just I?

00:22:48.461 --> 00:22:49.784
was thinking more.

00:22:49.784 --> 00:22:51.327
This is my opinion.

00:22:51.627 --> 00:22:58.288
I was thinking more about the words that I was choosing, yeah, yeah, the exercises in this exercise got it.

00:22:58.288 --> 00:23:03.625
Is there anything that I could have done to better prepare you?

00:23:03.625 --> 00:23:11.428
Um, anything I could have said, or the way I said it, to do it with the other hand?

00:23:16.842 --> 00:23:17.505
No, I don't think so.

00:23:17.505 --> 00:23:21.270
I think the instructions were very clear.

00:23:21.270 --> 00:23:24.086
It is a little bit more challenging.

00:23:24.086 --> 00:23:25.400
It took me longer to write.

00:23:25.400 --> 00:23:32.059
Yeah, um, but I knew what I needed, like right I, I envision already the words that I need to write.

00:23:32.059 --> 00:23:35.067
It's just the physical part of that.

00:23:35.327 --> 00:23:54.894
Is you know, in time, execution, I guess yeah, yeah yeah the only thing you again, depending upon what the we're this on having time to practice writing with my non-dominant hand could have made it a little easier to write.

00:23:55.695 --> 00:23:56.336
I have one.

00:23:56.336 --> 00:24:01.811
I wish you told us the purpose of why we're writing this stuff down.

00:24:02.172 --> 00:24:02.393
Yeah.

00:24:02.880 --> 00:24:30.609
And not just ask questions or tell us to do it yeah, so you see where I'm going with this I see you're going yeah, like that's the point, when we're trying to implement a change or or, uh, roll out a new initiative, lots of factors that could make that better and go more smoothly that we can think about in terms of how people feel about and how you prepare them and how you engage them, all of that.

00:24:30.609 --> 00:24:36.175
That was the I wanted to start with that as a segue into change management, but anyway, so that's that.

00:24:36.236 --> 00:24:44.324
No, that's, it's a good point because you know, we start, we just started writing it down and we, you know, uh, we should have asked why are we doing it?

00:24:44.945 --> 00:24:48.670
well, neither of you said no, I'm not doing it because I mean you could have and we've.

00:24:48.670 --> 00:24:51.239
We've heard that before, right yeah?

00:24:51.298 --> 00:24:53.404
right, yes, I see what you're going there.

00:24:53.404 --> 00:24:54.347
We would.

00:24:54.347 --> 00:24:54.949
We should have asked.

00:24:54.949 --> 00:24:59.204
I should have asked, at least it's like, what's the purpose of this exercise?

00:24:59.244 --> 00:25:04.192
and we don't right like I mean we, you know we're going on a new system.

00:25:04.192 --> 00:25:12.088
Okay, boss, Like okay, and yeah, this will lead into a whole slew of things, but that was to warm us up.

00:25:12.088 --> 00:25:13.059
No, I see where you're going with it.

00:25:13.259 --> 00:25:23.049
It just it's you look at, I mean, it's Business Central itself is such a great application, right?

00:25:23.069 --> 00:25:23.451
you think so?

00:25:23.799 --> 00:25:27.590
And it's a powerful application and it has so many features.

00:25:27.590 --> 00:25:33.808
But to me it's a tool to do a job, and I'm not saying anything disparaging about Business Central.

00:25:33.808 --> 00:25:39.064
But if someone doesn't know how to effectively use a tool, then it doesn't matter what it is.

00:25:39.064 --> 00:25:40.785
I've always said this before it doesn't matter.

00:25:40.785 --> 00:26:03.917
For years I used to say it doesn't matter if you spend a dollar on a new system or a million dollars on a new system, if you don't implement it properly, do the same, because it's not the dollar value that matters, it's the value that you get out of it in the end as a business that matters and that often gets overlooked.

00:26:03.917 --> 00:26:10.147
And then I don't understand why sometimes an erp implementation has to be painful.

00:26:10.167 --> 00:26:13.101
It doesn't have to be painful it doesn't have to be painful and I think it's because it's there's an under.

00:26:13.121 --> 00:26:19.744
I'm going to go on a little tangent, I'm sorry that's an underestimation of what it takes to get it done, and it's not because it's arduous.

00:26:19.744 --> 00:26:21.509
It's like we talked about.

00:26:21.509 --> 00:26:39.478
It's the time, the training to make sure people understand what they're doing, why they're doing and, frankly, to make sure they know what their job is, because sometimes individuals will do tasks and they don't know why they're doing or what they're doing or how it impacts others, and they just I click a button, I click a button and that's all.

00:26:39.478 --> 00:26:42.001
They don't know what's the result of it.

00:26:42.021 --> 00:26:44.223
They don't know what's the result of it.

00:26:44.223 --> 00:26:56.755
Yeah, I think you know, for people who lives, you know, implementing Business Central a new system, new ERP it's easy for us to say that, right, it's easy for us like it's easy.

00:26:56.755 --> 00:26:57.174
For me, it's like.

00:26:57.174 --> 00:26:59.096
I enjoy implementing Business Central.

00:26:59.096 --> 00:27:32.058
I enjoy the change it brings, because that's what we do is, uh, something we've done for years, decades, uh, but but from an organization that's been consistent, or maybe their process is very consistent, and all of a sudden you throw a wrench and say, hey, now we're changing a new system that is that could be detrimental, not from not just from an organizational standpoint, but also an individual as well, because I've been in implementations where the change was so much and they weren't prepared for it that they quit, they leave.

00:27:33.143 --> 00:27:33.865
This is not for me.

00:27:33.865 --> 00:27:46.790
It's crazy to think that it's nothing to do with the work, there's nothing to do with the organization and, of course, getting paid, but the change is so much that they couldn't handle it and they leave.

00:27:46.790 --> 00:27:49.367
So it's, it's very important.

00:27:49.367 --> 00:27:59.147
Sometimes those people that leave you're, you're like subject matter experts, the ones that actually knows the company, that knows the process, and it could be very detrimental to a project.

00:27:59.147 --> 00:28:00.330
But yeah, it's hard.

00:28:00.330 --> 00:28:02.825
It's hard Cause you're asking me or ask Brad.

00:28:02.825 --> 00:28:04.749
You know what do we think about it?

00:28:04.749 --> 00:28:09.086
I mean, it's what we do every day, it's what we live off of.

00:28:09.086 --> 00:28:10.290
Business central implementation.

00:28:11.480 --> 00:28:19.500
Yeah, and I think, brad, I mean you started with kind of that question of value, what the value is for the business, and Chris, you took that a step further and what's the value for the user?

00:28:19.500 --> 00:28:24.065
Because if we don't have that, I mean, what do I care how this benefits the business?

00:28:24.065 --> 00:28:27.366
If I'm the user, right, like, how is this going to benefit me day to day?

00:28:27.366 --> 00:28:28.788
How is it going to make my life easier?

00:28:28.788 --> 00:28:46.776
How is it going to make me more efficient, like all of those things, you need to be convinced that what you're doing is beneficial, sure, to the organization, but also to your day to day, and I think that's where we miss it sometimes.

00:28:46.776 --> 00:28:54.430
And the so, going back to the question of, like, the processes and tools or things that you can do I think that was your question, brad like how do you go about doing that?

00:28:54.470 --> 00:28:57.842
Yes, how do we go about managing change and implementation?

00:28:58.584 --> 00:29:01.932
Um, yeah, lots of processes out there.

00:29:01.932 --> 00:29:07.346
I'm you know lots of methodologies that I take bits and pieces from each.

00:29:07.346 --> 00:29:15.876
I lean more towards something called lean change, which is, I mean, people can look it up, but it's a lot.

00:29:15.876 --> 00:29:22.509
It's very visual and it really focuses on involvement, like very, very, very early on.

00:29:22.509 --> 00:29:39.700
So before we even decide that we're implementing Business Central or whatever it might be, have a conversation with the people that are going to be involved in that or that are going to be impacted by it, and sometimes that's hard to do.

00:29:39.700 --> 00:29:45.488
Just having that initial conversation is who should be in this conversation.

00:29:45.488 --> 00:29:47.498
So let me step back a little bit.

00:29:48.741 --> 00:30:01.787
If you've seen my LinkedIn, I've talked about this as, like the five C's of change that I think are crucial, no matter what methods you use, and I'll show you some actual like tools, but five C's.

00:30:01.787 --> 00:30:02.729
First, context.

00:30:02.729 --> 00:30:15.083
I think context is I mentioned this earlier very, very important Know what you're working with, know who you're working with, what you're doing, know the background, the history of the organization, like where are these people coming from?

00:30:15.083 --> 00:30:19.223
Be mindful of context Co-creation.

00:30:20.595 --> 00:30:39.926
When you are involved in the implementation early on and when people have a chance to contribute to what that looks like you're a lot more likely to get people to be committed to it and to um invest in it, and so that leads to the third c commitment.

00:30:39.967 --> 00:30:51.923
You want that commitment from people across the board, from your sponsors at the top, from the people doing the implementation on the technical side, and then the people who are using it and conversation, um.

00:30:51.923 --> 00:31:09.767
So first I framed this as communication and then somebody um kindly suggested that I use the word conversation, because communication can feel very top down in like one way, and what you really want is dialogue and conversation so that you have a chance to get feedback and ask questions again from the people who are going to be impacted by the change.

00:31:09.767 --> 00:31:20.570
And then complexity, because it's not cookie cutter and we have to be conscious of the nuances of whatever situation that we're in.

00:31:20.570 --> 00:31:33.048
Do you want me to show you some of the tools that allow us to do this sort of thing and to get all those elements kind of in place before an implementation or during?

00:31:33.489 --> 00:31:35.391
I'm always interested in learning.

00:31:35.391 --> 00:31:37.882
I think this is such an important part of an implementation.

00:31:37.882 --> 00:31:44.755
So anything you have to share yeah, that can you know spark something to help other others that are going through a business.

00:31:44.755 --> 00:31:53.710
Central implementation is important yeah because to me, this is one of the areas where I see most implementations.

00:31:53.710 --> 00:31:55.782
I don't know how you define success or failure.

00:31:56.255 --> 00:32:01.420
Yeah, that's a good question, you know it's one of those things is you know?

00:32:01.420 --> 00:32:08.951
I asked the question, someone said we want to have the system, the quote, the system, the system needs to be running by January 1st, right?

00:32:08.951 --> 00:32:11.683
So if it's running by January 1st, is that success?

00:32:11.683 --> 00:32:15.306
Or is your business being able to do this a measure of success?

00:32:15.306 --> 00:32:17.079
Or is your users you know?

00:32:17.079 --> 00:32:19.727
How do you measure success or failure with this?

00:32:19.727 --> 00:32:21.221
So anything you have to help track that.

00:32:21.221 --> 00:32:28.566
I'm so full of questions for change management because I see this is where I've come to realize.

00:32:28.625 --> 00:32:31.089
I see this is where a lot of attention is not paid.

00:32:31.089 --> 00:32:38.709
A lot of attention is paid to let's build this amazing system, throw all the bells and whistles and get all this great fancy stuff in there.

00:32:38.709 --> 00:32:48.144
I use some loose words here, but if you don't train the users or get user feedback see I'm going on a tangent See, you guys got to pull me in.

00:32:48.103 --> 00:32:48.498
Well, it's the same thing.

00:32:48.455 --> 00:32:48.988
It's because it's or get user feedback.

00:32:48.988 --> 00:32:49.384
See, I'm going on a tangent, see, you guys are going to pull me in.

00:32:49.384 --> 00:32:49.717
Well, it's the same thing.

00:32:49.717 --> 00:32:52.454
It's because it's like user feedback is like ask the right people.

00:32:52.454 --> 00:32:59.903
Sometimes you talk to someone about how something needs to work and they are not the one who understands the way it works.

00:32:59.903 --> 00:33:15.287
I say that loosely, because sometimes things may work a certain way due to an existing limitation, so someone needs to have a comprehension or has to be able to comprehend why they're doing what they're doing and what the results need to be, not necessarily the actions they go through.

00:33:15.815 --> 00:33:18.201
And how you determine who the right people are.

00:33:18.201 --> 00:33:18.942
How do you do that?

00:33:18.942 --> 00:33:22.534
This is what I'm asking you I know that's an important question.

00:33:24.259 --> 00:33:31.015
Yeah, there's a little bit of building blocks of at least the foundation for change management.

00:33:31.015 --> 00:33:55.446
I mean, a couple of weeks ago I was reading a little bit of statistics for our listeners here that, if you think about I think Gartner did this survey that 73% of employees affected by change say that they're suffering from moderate to high stress levels primarily has nothing to do with anything else but a simple communication.

00:33:55.446 --> 00:34:08.061
Brad and I you and I talk about just proper communication, not just any communication, but effective communication, because we are designed as humans to keep ourselves safe.

00:34:08.061 --> 00:34:14.246
So if you don't know what's going on, we tend to worry and feel a little bit more anxious.

00:34:15.407 --> 00:34:26.603
I always believe there's a book that I read I can't remember the title at this moment, but it talks about if you look at thousands of years when we were hunter and gatherers and you stay in the village.

00:34:27.115 --> 00:34:35.697
So anytime you go outside the village and you kind of look around and you see movement, a slight movement into the bushes, either that's a fight or flight situation.

00:34:35.697 --> 00:34:46.804
So it's kind of embedded in us that any change into our safe space we get spooked, we get scared and we run away and say I don't want this, I want to be safe.

00:34:46.804 --> 00:34:51.682
So it totally makes sense that it still lives in our day-to-day lives.

00:34:51.682 --> 00:34:55.278
When there's a small change in our life, we like freak out and like what, what are we doing?

00:34:55.278 --> 00:34:57.003
Um, because we don't know.

00:34:57.003 --> 00:35:10.719
And I think if you plan a little bit ahead, it's like, hey, that movement is just maybe a rabbit or it gives you a little bit more preparation, and how you would react to those changes makes a huge difference in general.

00:35:10.719 --> 00:35:15.268
So that's, I think that's a good thing to you know.

00:35:15.268 --> 00:35:18.521
Remember that there's a foundation behind some of these change management.

00:35:18.541 --> 00:35:19.846
There's a psychological foundation too.

00:35:19.846 --> 00:35:22.802
And that reminds me of another book who Moved my Cheese?

00:35:22.802 --> 00:35:23.985
That Brad knows.

00:35:24.206 --> 00:35:25.996
Maybe you could tell us about that book.

00:35:25.996 --> 00:35:27.817
I read that book every year, once a year.

00:35:28.556 --> 00:35:29.157
What's the premise?

00:35:29.157 --> 00:35:32.239
I mean, I think that's helpful to share the premise of that story.

00:35:32.659 --> 00:35:38.023
There's a premise yeah, there's four mice, they're in a maze with cheese or two mice, two little people.

00:35:38.023 --> 00:35:41.746
Or two little people, I call it four mice, but Okay, yes.

00:35:41.746 --> 00:35:47.009
And then it's, you know, they think the cheese is going to be there forever.

00:35:48.110 --> 00:35:48.630
But it's not.

00:35:48.630 --> 00:35:50.291
One day they wake up and it's not there.

00:35:51.152 --> 00:35:51.692
And what do you do?

00:35:52.132 --> 00:35:52.512
What do you do?

00:35:52.512 --> 00:35:56.539
So, scurry, and what's his name?

00:35:56.539 --> 00:35:58.384
There's Scurry and the two mice Hem and Haw.

00:35:59.164 --> 00:36:00.708
Hem and Haw, that's me and Chris.

00:36:00.708 --> 00:36:03.521
No, I'm just kidding, we do do that.

00:36:06.715 --> 00:36:07.603
And Scurry and what's the other mouse's name.

00:36:07.623 --> 00:36:09.637
Anyway, now you put me on the spot I'm trying to.

00:36:09.637 --> 00:36:10.019
I wrote.

00:36:10.139 --> 00:36:10.561
I wrote it.

00:36:10.561 --> 00:36:13.913
Some sniff, yes, sniff, sniff and scurry.

00:36:13.913 --> 00:36:14.134
They.

00:36:14.134 --> 00:36:15.958
They're always sniffing and scurrying and they know kind of.

00:36:15.958 --> 00:36:26.063
They have, um, their feels out for what's going on all the time, and when the cheese is gone, they just sniff and scurry and find other cheese because they're, you know, they're adaptable, and then hem and haw are just.

00:36:26.063 --> 00:36:28.106
Why is this happening to us?

00:36:28.106 --> 00:36:31.541
Well, you know what is this not fair?

00:36:31.882 --> 00:36:40.967
folded arms right and then haw gets like okay, you know what, maybe this isn't working, maybe I need to go look for other cheese, and haw begins to adapt.

00:36:40.967 --> 00:36:44.221
And anyway, it's a cool little metaphor for it's it's.

00:36:44.440 --> 00:36:47.005
It's a good book, very fast read.

00:36:47.005 --> 00:36:50.117
I think you can read it in an hour yeah depending.

00:36:50.157 --> 00:36:53.625
I think it's 90 pages with pictures, if I recall, but it has.

00:36:53.625 --> 00:36:58.922
It's a powerful point and it's what you stated.

00:36:58.922 --> 00:37:01.806
It's where you know some people can get irate.

00:37:01.806 --> 00:37:03.896
It goes back anything with chris, what you were saying.

00:37:03.896 --> 00:37:04.737
It's my safe space.

00:37:04.737 --> 00:37:20.677
So now I get all angry and upset if my safe space gets challenged, and it's always somebody else's fault or you know it's this the system isn't working, or this isn't working because I lost my cheese and I don't know enough how to go find new cheese in the maze.

00:37:21.221 --> 00:37:25.637
And I think we also need to be careful not to box people into like everyone is afraid of change or everyone hates change.

00:37:25.637 --> 00:37:27.340
I forward to change.

00:37:27.340 --> 00:37:30.146
I get bored easily, so, like when something new comes along, I'm excited.

00:37:30.146 --> 00:37:32.248
Um, so it's not, but.

00:37:32.248 --> 00:37:41.851
But it's thinking about not just people's resistance has changed, but like their responses and being conscious of how each individual is taking this news and what they think about it.

00:37:42.092 --> 00:37:51.927
Um, it's very much a personal endeavor, I think that's why there are four characters in the book, because not everyone looks at change the same way, which, again it's.

00:37:51.927 --> 00:37:53.190
That's why it's a great book it's.

00:37:53.976 --> 00:38:02.340
Is that a learned behavior, though, like you have to get yourself to do that because yeah, or is it something that's natural to many?

00:38:02.340 --> 00:38:09.878
Because now, it's natural for me, like any change is like let's figure out what's going on and what can we benefit out of it.

00:38:09.878 --> 00:38:15.818
But it took me a while to get there, you know, throughout my career, and it's like, yeah, this change is good.

00:38:15.818 --> 00:38:21.768
Um, I don't know, is it, is it a learned trait or is it a natural trait?

00:38:22.275 --> 00:38:24.342
I think it's a bit of both that it can, absolutely.

00:38:24.342 --> 00:38:37.119
I think the important part is that it can be a learned trait and that's something like on a personal level both work and in my personal life I realized, okay, I'm always changing, like we're all what's.

00:38:37.119 --> 00:38:43.445
You know, that's the, that's what's always happening and you know, when you stop changing, you're dead pretty much.

00:38:43.445 --> 00:38:49.106
And so just just having that reflection like I, I've always changed.

00:38:49.106 --> 00:38:50.188
I've changed in this area.

00:38:50.188 --> 00:38:52.324
Changes are going to happen.

00:38:52.565 --> 00:39:07.275
Things are outside my control, some things are within my control just having that like the internal, the internalization of change as something that's part of life, like really helped me and I try to communicate that like, okay, we've, we've done system implementations before.

00:39:07.275 --> 00:39:28.005
You guys remember it was nine years ago, but it was similar things, we had similar struggles and you don't even remember what the old system used to do, because now you're so embedded in this new one and now we're going to change, you know and and just kind of having that dialogue about those fears, but also that you've been through this before and you can do it and you have survived change before.

00:39:28.045 --> 00:39:53.342
I think a lot of it has to do with that mindset and enabling that mindset and the people that you're working with that is true, and and you also have to consider any of these big changes in your organization, and not just erp is one of the big changes that happens in your organization, but, um, I think it's also important that, uh, leadership has to really step up and and and create that narrative of what this change is coming.

00:39:53.342 --> 00:39:53.945
You know what isn't.

00:39:53.945 --> 00:39:55.972
It wasn't it for earlier.

00:39:55.972 --> 00:40:04.963
We talked about what isn't it for yourself, but also what is it for the organization and what does it mean in the future, once we implement this, you know how is it going to affect you.

00:40:04.963 --> 00:40:13.067
I talked about earlier that you know you may have people afraid of change and they end up, um, leaving I happen to.

00:40:13.407 --> 00:40:17.797
I happen to pull up uh, some statistics here from oak change.

00:40:17.797 --> 00:40:26.500
Report talks about 18 of your employees consider leaving their job when a big organization uh change occurs.

00:40:26.500 --> 00:40:33.920
So, and I've seen that firsthand I don't want anything to do with this, I'm out of here 18% is pretty big.

00:40:33.920 --> 00:40:43.543
So if you have a 10-people project that's involved and typically that's a representative to each of your departments, 18% is a big number.

00:40:43.543 --> 00:40:50.596
I mean two out of your 10 people at least ends up leaving and it could be detrimental.

00:40:50.615 --> 00:40:58.608
your project can get pushed out because that key player is no longer there yeah, especially, like you said, if they're smes and like you really can't do about them.

00:40:58.608 --> 00:41:01.257
But I mean, so what could we have done to prevent that from happening?

00:41:01.257 --> 00:41:03.784
Really is the question of change management.

00:41:03.884 --> 00:41:07.579
I think yeah oh yeah, I think for me it's got to be the leadership.

00:41:07.579 --> 00:41:08.900
It has to come from the very top.

00:41:08.900 --> 00:41:11.706
It has to be some involvement Um it.

00:41:11.706 --> 00:41:12.226
You know they.

00:41:12.226 --> 00:41:15.639
They talked about um some of these uh reports.

00:41:15.639 --> 00:41:17.864
I mean either Gardner or Oak change report.

00:41:17.864 --> 00:41:25.965
It talks about the fact that, um leadership, it's usually a lack of trust towards the leadership because they're not involved.

00:41:26.327 --> 00:41:26.467
Yeah.

00:41:26.487 --> 00:41:28.710
So if they're not involved, they're not invested in it.

00:41:28.710 --> 00:41:31.403
Why am I, why am I invested in this?

00:41:31.403 --> 00:41:38.255
You know it affects, should affect, the organization as a whole, as as the the sponsor, executive and leadership.

00:41:38.255 --> 00:41:44.449
But if they're not involved, how are you going to expect everyone else to be trusting of this change?

00:41:44.449 --> 00:41:55.456
So, again it it there's a lot of things that you have to consider that you're building this foundation of what does a good change management looks like yeah, and back to brad's earlier point.

00:41:55.496 --> 00:42:06.706
I mean you said like you or I forgot who made the point but both of you, I think, um, you, you are seeing more of this language in your space and I see it.

00:42:06.706 --> 00:42:12.782
I mean, chris, in your presentation at dinocacon last May, I mean you had those elements there and I was like, yeah, that's change management.

00:42:12.782 --> 00:42:16.202
And there were a lot of sessions that I attended that weren't explicitly about change management.

00:42:16.202 --> 00:42:23.188
But have those considerations, because the people are the heart of your implementation.

00:42:23.188 --> 00:42:34.878
It's not the technical solution that's important, of course that is what you're implementing, but it's not the technical solution that's important.

00:42:34.878 --> 00:42:46.465
Of course that is you know what you're implementing, but it's the people who are going to use it and and so we're seeing, like, more explicitly, sessions that summit, um, that are going to be explicitly about, explicitly about change management, because it is an important, uh and crucial piece of the implementation puzzle.

00:42:46.465 --> 00:42:48.367
So I'm happy to see that.

00:42:48.367 --> 00:42:57.650
It's exciting, it's a lot of learning opportunities, I mean for me anyway, you're muted, brad, but uh, but, uh, yeah, it's a lost.00:42:59.759 --> 00:43:05.451


I'm sure you have a lot of good things to say so everyone is so funny this morning.00:43:06.599 --> 00:43:06.980


That's why.00:43:06.980 --> 00:43:08.385


That's why no one was listening to me.00:43:08.574 --> 00:43:09.599


Were you actually talking.00:43:10.614 --> 00:43:11.880


I could hear his mouth move.00:43:13.259 --> 00:43:14.643


I was curious what he has to say.00:43:15.635 --> 00:43:35.527


I forgot what I was saying, but you all had some great points is how can we effectively go through a change management process so that we don't create disruption to the business process?00:43:35.527 --> 00:43:50.485


And what I mean by disruption is it causes fear in the talent you know, create unneeded stress because, as you go through these implementations, there's a job that needs to be done and a lot of talented organizations feel they need to do their job.00:43:50.485 --> 00:43:53.161


They want to do their job, they want to do well at their job.00:43:53.161 --> 00:44:01.112


So, going into a new system, how can we make it easier for them to change?00:44:01.853 --> 00:44:03.961


Yeah, okay, so I'll share some things.00:44:03.961 --> 00:44:05.161


Can I share screen here?00:44:05.161 --> 00:44:05.585


Yes, I can.00:44:05.706 --> 00:44:07.074


Yes, it's right under brand.00:44:07.074 --> 00:44:08.001


I see it, I see it.00:44:08.001 --> 00:44:12.704


There should be a I see it, I see it thing yeah, um, I'll do that in a sec.00:44:12.744 --> 00:44:17.396


But so typically I mean you think of a project rollout.00:44:17.396 --> 00:44:20.744


You've got, like this, lots of documentation, project plan.00:44:20.744 --> 00:44:23.655


There's a write-up gets emailed to people.00:44:23.655 --> 00:44:35.509


Um, lots of documentation right about how exactly we're going to do things, from a lean change approach to kind of help with that collaboration bit.00:44:35.509 --> 00:44:40.485


There are things called like strategic change canvases that we would do early on.00:44:40.554 --> 00:44:46.744


I'll show you what, like one of those examples looks like and I've built them, the way I like them and what I like to consider.00:44:46.744 --> 00:44:48.815


So it's about that visualization.00:44:48.815 --> 00:44:55.905


So you have something that's visible and that you could remember, rather than like a word doc or whatever in a spreadsheet.00:44:55.905 --> 00:45:04.842


And also it's collaborative and it's a living document like a whiteboard, whatever it might be that that people are contributing, contributing to together.00:45:04.842 --> 00:45:17.998


So I'll show you one example of that and that's something like a tool that I would recommend that you do when you're not when you're deep into I mean, you can do when you're deep into the implementation but, like before you, even just when you're thinking about it right at the beginning.00:45:17.998 --> 00:45:20.626


Do I share the whole screen?00:45:20.626 --> 00:45:21.650


No, I don't want to do that.00:45:21.650 --> 00:45:25.780


Okay, I want to share there.00:45:25.780 --> 00:45:30.289


So I built these in Canva because canvas easy and I like it.00:45:30.289 --> 00:45:31.396


Can you see this?00:45:32.521 --> 00:45:34.045


yep, I see the canva.00:45:34.106 --> 00:45:43.079


It's a little tiny, it's a little on the screen you have okay, I'll explain what it is, and then I share links to stuff later anybody's interested.00:45:44.043 --> 00:45:49.496


But this is like my, my canvas that I built, but basically you've got all these like quadrants and an area.00:45:49.496 --> 00:45:51.280


So who would be involved in this?00:45:51.280 --> 00:45:56.916


Let's say, I'm moving from nav on prem to business central online.00:45:56.916 --> 00:46:00.974


That's a project that's coming up and a lot of people are probably in that place or thinking about it.00:46:00.974 --> 00:46:05.260


At least who needs to be in that initial discussion.00:46:05.260 --> 00:46:07.943


We get together collaboratively.00:46:07.943 --> 00:46:16.972


Either you have an actual physical board where you've got sticky notes up there and people are interacting in person, or we have an online meeting.00:46:16.972 --> 00:46:23.088


So the areas that we would focus on in this discussion, the vision.00:46:23.088 --> 00:46:26.605


So let's make this a little bigger, because I can't even see it.00:46:27.536 --> 00:46:28.498


That's the first one, right.00:46:28.938 --> 00:46:30.181


Vision right here, Can you see that?00:46:30.764 --> 00:46:30.983


Yes, okay.00:46:32.916 --> 00:46:42.146


So we ask questions like and this isn't like just the project sponsor, who's doing this, it's everybody that they think initially should be involved in this conversation.00:46:42.146 --> 00:46:48.688


And then you build this document and you bring other people in as you discover who needs to be involved in this conversation.00:46:48.688 --> 00:46:52.023


So the vision why are we changing?00:46:52.023 --> 00:46:53.998


For example, what are we changing?00:46:53.998 --> 00:46:55.143


How are we changing?00:46:55.143 --> 00:47:00.947


We jot those down very simple terms so that it's something that we can refer back to.00:47:00.947 --> 00:47:02.860


We'll talk about the reason for the change.00:47:02.860 --> 00:47:04.320


What's wrong with our current state?00:47:04.320 --> 00:47:07.322


What happens if we don't change?00:47:07.322 --> 00:47:13.384


What are the consequences if we stay now, for example, what factors are driving the change?00:47:13.384 --> 00:47:15.809


What are the resistors for the change?00:47:15.809 --> 00:47:22.248


And then there's something called the change force field analysis, another template that we can use.00:47:22.795 --> 00:47:28.467


What are the benefits for employees, for the organization, for the customer, for employees, for the organization, for the customer?00:47:28.467 --> 00:47:29.295


What are the resources that we need?00:47:29.295 --> 00:47:32.505


Do we need IT resources?00:47:32.505 --> 00:47:34.041


What kind of people resources do we need?00:47:34.041 --> 00:47:35.679


Is there hardware, software?00:47:35.679 --> 00:47:37.405


That's related to tech too.00:47:37.405 --> 00:47:43.516


We specifically look at the tech resources I'm rushing because I don't wanna spend a lot of time going through this.00:47:43.516 --> 00:47:46.864


Stakeholders really important one.00:47:46.864 --> 00:47:58.463


Who will be directly impacted by the change, who will be indirectly impacted, who needs to be informed Questions you can think about and, of course, communication how are we going to promote dialogue and engagement?00:47:58.463 --> 00:48:00.596


How will we co-create the change?00:48:00.596 --> 00:48:02.079


How will we communicate the change?00:48:02.079 --> 00:48:13.715


How will we train for the change that training piece that you brought up earlier, brad and then what are the impacts of the change and different areas, different departments, and how do we define success and other crucial questions.00:48:13.715 --> 00:48:19.567


So this is one exercise that we could do and that's an exercise.00:48:19.606 --> 00:48:33.586


you have a board with different areas, yeah, and then for each of those areas, like, you have the vision, you have the reason, you have the the resources, the tech, the impact, the communication plan.00:48:34.295 --> 00:48:40.775


Basically, it's your change plan and a collaborative space that people can go back to and together are creating.00:48:41.115 --> 00:48:51.974


Do you put this all up at once or are those quadrants at certain intervals within an implementation or as far in the process?00:48:52.215 --> 00:48:54.724


It depends, I guess, on what the project is and how big.00:48:54.724 --> 00:49:10.766


This could be like a full day session with your initial stakeholders, or it could be like a couple hours, or it could be like a recurring meeting that we have every twice a week, once a week until we kind of map out all of these areas and I think this captures the big picture of the change.00:49:10.766 --> 00:49:19.824


And in this exercise you would identify, maybe, stakeholders that need to be in this conversation, that maybe we overlooked and that we should be talking to to facilitate the change.00:49:19.824 --> 00:49:22.923


And then you know we can use other tools.00:49:22.923 --> 00:49:34.981


And let's go back home.00:49:34.981 --> 00:49:39.469


Uh, are any of you familiar with bamses from the us marines, like it's their planning approach?00:49:41.059 --> 00:49:42.224


I've heard of it okay.00:49:42.405 --> 00:49:49.536


So I kind of like modified that because I I like military stuff and and they have, I think, really good, they're really good on leadership.00:49:49.536 --> 00:49:51.280


But I modified that.00:49:51.280 --> 00:49:55.782


So this is like a planning and execution canvas when we get down to the project team.00:49:55.802 --> 00:50:02.648


I think you're correct, looking back at it when you're going through some of that you wonder wow, this is crazy, why is this this way?00:50:02.648 --> 00:50:15.840


But when it comes to execute, having all of those processes in place and all of the planning and everything that's done, it almost becomes muscle memory in a sense, and things just move.00:50:15.840 --> 00:50:31.010


I think that the strategy I try to bring a lot of it back to business as well, because a lot of the strategies that the military follows I think would benefit in a business, in using business fashions.00:50:31.371 --> 00:50:34.369


Yeah, you know, even I don't know.00:50:35.775 --> 00:50:40.182


You can look up BAMCIS and it's really cool and I just I modified that to.00:50:40.516 --> 00:50:41.621


How do you spell that BAMCIS?00:50:41.835 --> 00:50:43.199


B-A-M-C-I-S.00:50:44.001 --> 00:50:44.362


BAM.00:50:44.684 --> 00:50:46.757


BAMCIS and this is specific to the US Marines.00:50:46.757 --> 00:50:57.907


And I thought it was really cool and it would make sense in a project context, in a change context, so I changed it to BAG-RES.00:50:58.175 --> 00:50:58.597


What does BAG-RES mean?00:50:58.597 --> 00:50:59.882


Bag-res, it's such a catchy term.00:50:59.882 --> 00:51:01.998


So begin planning.00:51:01.998 --> 00:51:06.902


So these are the different phases of the planning process for an initiative Begin planning, arrange information gathering.00:51:06.902 --> 00:51:08.693


So in the military world, begin planning, arrange information gathering.00:51:08.693 --> 00:51:18.003


So in the military world that would be arranged reconnaissance, gather information, revise the plan, execute the plan and supervise and all these other components.00:51:18.003 --> 00:51:23.605


So this is the more like scoped, the more detailed view.00:51:23.605 --> 00:51:35.768


And this would be like for the project team, where we're again planning who's doing what and why, and it's a lot more detailed than the strategic change canvas, which is like a bird's eye view of the change.00:51:36.996 --> 00:51:37.840


So it's beginning.00:51:38.655 --> 00:51:39.539


Begin planning.00:51:40.161 --> 00:51:43.864


Begin planning, so initial meetings.00:51:44.836 --> 00:51:45.860


Is it too small?00:51:46.061 --> 00:51:49.418


No, no, I just want to repeat for those that are listening, they understand what it is.00:51:49.478 --> 00:51:53.213


So it's the beginning planning phase so this is my take on it.00:51:53.213 --> 00:51:55.559


So yeah, it's not arrange information gathering?00:51:56.079 --> 00:52:02.699


yeah, then gather your information, revise your plan based on the information that you gather right now.00:52:02.699 --> 00:52:06.005


Execute your plan, then superv.00:52:06.005 --> 00:52:10.554


So now that the plan is done, it doesn't mean that you're done.00:52:10.554 --> 00:52:18.119


You should supervise and go back to make sure that the plan was done effectively or reevaluate to see if you need to make any additional changes.00:52:18.360 --> 00:52:28.201


Yeah, and so there's a lot of I mean, of course, you know agile methodologies in the space that you're in, so there's a lot of like feedback and the emphasis on feedback loops and experimentation.00:52:28.201 --> 00:52:34.518


So we're going to try this out, see how that works and then okay, if it's not working.00:52:34.518 --> 00:52:34.961


We meet regularly.00:52:34.961 --> 00:52:43.565


You have retros and regular meetings, so that it's not like, okay, here's our plan and we're going to do step it's not linear step one through 50 and that's our implementation.00:52:43.565 --> 00:52:53.967


Let's break it down into chunks and see how steps one and two are going, get feedback from users, get feedback from the implementers, and then step back again and what do we need to change.00:52:53.967 --> 00:52:55.197


And we do it again.00:52:55.217 --> 00:53:15.117


It's textbook agile right right, exactly, I know, but it's useful because if the project which, if the development of the of or the implementation, is running in an agile fashion, and so should, are the user side of it, they should be involved early on and also be part of those experiments and those feedback loops.00:53:15.117 --> 00:53:21.693


Um, another one that I think is helpful yeah, back to your comment.00:53:21.713 --> 00:53:31.416


People should be involved as early as possible yes, because once you have that inclusive feeling or acceptance of it, they work with it much easier.00:53:31.416 --> 00:53:41.588


Yeah, and if they feel like they're part of the decision, then if something doesn't work as well, they're usually a little more um they have a sense of ownership.00:53:41.949 --> 00:53:43.657


Exactly yes, sense of ownership, chris.00:53:43.657 --> 00:53:44.378


Thank you.00:53:44.418 --> 00:53:55.108


having a sense of ownership, uh, with the project, a part of the project, helps drive, I think, for better success, because they feel part of something versus something that was dropped into their lap and they say, oh, this sucks, I can't do this today.00:53:56.195 --> 00:54:00.059


And sometimes we have to do that and we have to look like this needs to happen and we're going to do it.00:54:00.059 --> 00:54:07.688


But then at that point, how much involvement can I get or how much input can I get from the people who are going to?00:54:07.688 --> 00:54:09.210


Be, using it.00:54:09.510 --> 00:54:09.731


Correct.00:54:09.731 --> 00:54:18.023


But in that case, even explaining to them why they have to do it goes back to, I think, what, chris, you were trying to get to at the beginning yes and again, not all the cases do you have to do this.00:54:18.023 --> 00:54:21.025


Again, situation determines the best approach for anything.00:54:21.275 --> 00:54:35.106


But generally speaking, if someone says we need you to move this pile of wood from one side of the eye to the other because the floods are coming, we need to stay dry so we can keep warm, people are more willing to help versus just saying, move the pile of wood from one side to the other.00:54:35.106 --> 00:54:35.686


Why?00:54:35.686 --> 00:54:36.427


Because I said so.00:54:36.427 --> 00:54:38.721


Usually you get a different reaction.00:54:39.155 --> 00:54:41.983


Well, your kids ask you that, like you know, go do your dish.00:54:41.983 --> 00:54:42.304


Why?00:54:42.304 --> 00:54:53.304


Well, because so you got clean dishes to eat tomorrow, exactly because I said, because I said so damn it, do your dishes.00:54:53.304 --> 00:54:58.416


Um, this is another tool that I like to use change for change, force field analysis.00:54:58.416 --> 00:55:05.882


So we've got our change, we map out our all our drivers, like who, what is pushing towards the change, and we kind of give them like a magnitude.00:55:05.882 --> 00:55:11.864


And what are the change resistors, whether that's people, whether it's circumstances, whether it's system limitations.00:55:11.864 --> 00:55:19.596


And it just helps to see those side by side so that we can know what we're dealing with, so to know the context that we're in.00:55:19.635 --> 00:55:21.820


Change force field analysis.00:55:21.820 --> 00:55:30.407


So you're listing your change drivers which is what's driving you to change, and then also the change resistors, which the change resistors would be.00:55:31.356 --> 00:55:37.784


Things that would make the change difficult, obstacles and sometimes you just decide to remove those entirely, if necessary.00:55:38.215 --> 00:55:41.606


And then you put them together to come up with a change plan.00:55:42.717 --> 00:55:45.465


To initiate a change plan, or at least to know what you're dealing with.00:55:45.465 --> 00:55:49.844


Like are there 10 resistors and then one driver, and then maybe we don't even need.00:55:49.844 --> 00:55:55.063


Maybe we shouldn't be going through this change, Like someone thought it was a good idea, but maybe we shouldn't.00:55:56.065 --> 00:55:58.436


You know, I look at this stuff and I chuckle.00:55:58.436 --> 00:56:00.119


And I'm going to tell you why I chuckle.00:56:00.119 --> 00:56:03.222


It's not because of what you're doing here, and it's something that I see this stuff.00:56:03.242 --> 00:56:04.284


Really it feels that way.00:56:04.445 --> 00:56:06.306


No, I'm kidding no, that's why I'm saying this.00:56:06.306 --> 00:56:18.722


I see this and what goes on in my head is, of all the implementations I've seen, if someone would have done some of this stuff, things might have been a little easier.00:56:18.722 --> 00:56:39.806


Right, I've gone through many implementations where the planning up front helps drive the success, versus others who just go with it, just get it done, because you know it's the old thing is like we don't have time to plan today, but we have time to spend four months fixing what we realized too, late and then you have to pull in.00:56:39.887 --> 00:56:41.056


I use it on the implementation side.00:56:41.056 --> 00:56:42.019


I talk with a lot of partners.00:56:42.019 --> 00:56:56.442


They don't have time to do something today but in three months they're going to have time to pull everybody off of every other project to come in to help an emergency, to solve a problem that if somebody would have had a little planning up front.00:56:56.442 --> 00:57:07.342


That's why I chuckle, because the value of this isn't really seen in my opinion in a smooth implementation because it went smoothly and it went smoothly because you planned.00:57:07.581 --> 00:57:08.505


Do you follow what I mean?00:57:08.505 --> 00:57:13.262


Like it's hard to measure the value of some things because you don't feel it.00:57:13.695 --> 00:57:17.655


And it's really hard to change manage after things are sucky Like.00:57:17.655 --> 00:57:19.222


It's much easier to do it in the beginning.00:57:19.635 --> 00:57:20.954


Oh yeah, because people don't realize.00:57:20.954 --> 00:57:24.322


Change management also involves risk assessment and mitigation.00:57:24.322 --> 00:57:26.282


There are going to be things that will come up.00:57:26.282 --> 00:57:33.077


It's the way you know.00:57:33.077 --> 00:57:34.903


Do you have a plan and how you should react to those changes?00:57:34.903 --> 00:57:36.369


Right, you know how do you mitigate for these things to come up.00:57:36.369 --> 00:57:37.594


I do want to make two points, though that it made me chuckle.00:57:37.594 --> 00:57:47.099


There are some times and we feel this too, we feel this too, and even the partner side where things are like this is what we're going to do, and then they've already built it.00:57:47.119 --> 00:57:49.280


Where things are like this is what we're going to do, and then they've already built it, yeah.00:57:49.280 --> 00:57:51.902


And then I sit back and like, okay, what's in it for me?00:57:51.902 --> 00:57:54.005


Like, what do you want from me, right?00:57:54.005 --> 00:57:55.726


Oh, we just want you to like it.00:57:55.726 --> 00:58:05.838


That's why I chuckle, because a lot of that part of the project doesn't happen, right, I know, brad, I know what you're thinking there.00:58:05.838 --> 00:58:11.338


Number two, we're talking about in the context of ERP implementation here with business central implementation.00:58:11.338 --> 00:58:19.639


I do want to make a point that this kind of planning needs to start within your organization.00:58:19.980 --> 00:58:22.083


Your partner will not do that for you.00:58:22.224 --> 00:58:27.476


A lot of partners will not do that for you.00:58:27.476 --> 00:58:33.784


Their job is to say I want a business central, I say, great, we have all the technical people, let's go ahead and implement it.00:58:33.784 --> 00:58:40.487


We'll tell you what works and what doesn't, but they will not tell you that you need to do change management.00:58:40.487 --> 00:58:42.483


That is your responsibility.00:58:42.483 --> 00:58:51.309


And if you find good partners, they'll tell you hey, make sure these are the things that you do now before we do a kickoff meeting, because it sets the tone.00:58:51.309 --> 00:58:59.422


You know, sometimes it's not my job to chase your people down, that's an excellent point and it's something I've thought about a lot.00:58:59.934 --> 00:59:11.797


I mean, in my personal and my experience like an excellent partner, very good communication, um, did everything that you know necessary to implement the system.00:59:11.797 --> 00:59:19.780


But I've always like, whose job is it to have managed the, the people side of that, like the the user side of it?00:59:19.780 --> 00:59:23.996


Would it have been the partner who, like, says you need these tools, should be using tool?00:59:23.996 --> 00:59:39.900


I think I I tend to agree that, like it should be internal to the organization and I also I mean there's a role for a change manager, like a change manager role that would maybe facilitate some of these tools.00:59:39.900 --> 01:00:06.077


But ultimately, I think the message has to be that every single one of you, from the leaders, especially like you mentioned, chris, has to be that change manager, own that change, commit to to it, but understand why you're committing to it, like you know, be be wise about that, and it's your job to make sure that everybody else is aligned, because if you can't do that, then the partner can't do much with you it's a partner is called a partner for a reason, in my opinion.01:00:06.237 --> 01:00:09.952


A partner is someone that you partner with to have a change right.01:00:09.952 --> 01:00:10.717


You're implementing.01:00:10.717 --> 01:00:12.623


In this case, we're talking about Business Central.01:00:12.623 --> 01:00:15.784


To me, that partner doesn't own the implementation.01:00:15.784 --> 01:00:21.445


They're going to do the part of the implementation that the business needs.01:00:21.867 --> 01:00:22.047


Yeah.01:00:22.367 --> 01:00:26.045


Right, Not every business is of a certain size that they have individuals that can do everything.01:00:26.045 --> 01:00:41.175


But, as Chris said, talking with a good partner, they can talk about the process that you need to go through, but a business still needs to have ownership, in my opinion, of the implementation, Because once that implementation's done right, define, done again it's one of those terms the business is still using it.01:00:41.717 --> 01:00:46.481


The partner will move on to go on another implementation, then they'll be there to support.01:00:46.481 --> 01:00:51.947


If support is needed, yeah, but I say that often too is I don't do this day to day.01:00:51.947 --> 01:01:00.326


I can come up with whatever you need, but it's important that it works for you and, as Chris stated, we can say this has worked for others, this has not worked for others.01:01:00.326 --> 01:01:01.902


This is how the application works.01:01:01.902 --> 01:01:02.998


This is something you know.01:01:02.998 --> 01:01:03.943


What are you trying to do?01:01:03.943 --> 01:01:07.963


These are ways that you can do it, but again, the ownership's not that.01:01:07.963 --> 01:01:09.047


You know.01:01:09.047 --> 01:01:22.918


Chris decide how to set up and implement business central within an organization and then we're all just going to follow chris's ways yeah so in your plan um that, you had showcased earlier your bag rest yes01:01:22.938 --> 01:01:27.965


right your, your partner is your partner, is your execution team right?01:01:27.965 --> 01:01:31.500


They'll guide you there.01:01:31.500 --> 01:01:34.505


So they'll know what you're trying, what your vision is.01:01:34.505 --> 01:01:36.081


They'll walk you through, they'll guide you.01:01:36.081 --> 01:01:40.847


But ultimately, your partner is your execution team right.01:01:40.847 --> 01:01:43.603


So, but other than that, the whole process.01:01:43.603 --> 01:01:57.965


You have to own that process, because any changes to that process it's a change, and so you have to be able to relay that to the rest of your team, to the rest of your organization, of what that change looks like and what that execution looks like.01:01:57.965 --> 01:02:03.387


But don't put it on your partner to do all of it for you.01:02:03.387 --> 01:02:04.751


It's just never going to work.01:02:04.954 --> 01:02:26.507


Yeah, and if you internalize that and you own it internally, then you're going to reduce that support, the required support from your partner after the fact, like it's a cost savings, right, because you've sometimes I mean I've seen this from experience We'll just push it back to the partner because we don't want to investigate and see what we could do.01:02:26.507 --> 01:02:29.481


I'm running into something business-centric.01:02:29.481 --> 01:02:30.163


I can't do this.01:02:30.163 --> 01:02:31.902


I used to be able to do this and I can't do it.01:02:31.902 --> 01:02:41.804


If I am committed to this change, I will myself look for solutions, I will do some research and I'll play with the system myself.01:02:41.804 --> 01:02:45.739


I'll give it a chance before I say can't do this, can you do this for us?01:02:46.594 --> 01:03:00.768


So having that change management in place and having your people invested means that they'll own those questions and try to find answers before going back to submitting a ticket and like, ok, well, do this for me.01:03:00.768 --> 01:03:02.990


Just some, yeah.01:03:02.990 --> 01:03:05.081


And so I've got here process flow.01:03:05.081 --> 01:03:07.842


That's another important activity or action.01:03:07.842 --> 01:03:08.885


I think that should be taken.01:03:08.885 --> 01:03:14.574


One of the issues that we encountered is we didn't really look at our current process.01:03:14.574 --> 01:03:30.110


We implemented but didn't ask and didn't investigate thoroughly enough into how are we currently doing things, and that would have helped because then we could have identified the gaps with the proposed change and how we would be doing things and identify those.01:03:30.456 --> 01:03:31.835


So you come up with a process flow.01:03:31.875 --> 01:03:33.742


This is so simplified, obviously, but yeah.01:03:34.215 --> 01:03:45.143


So we use a process flow for each of the processes to identify the action, then the process that you follow, and then the outcome of those actions and then how you can follow that process.01:03:45.454 --> 01:03:51.724


Yeah, you need to know where you are, to know where you're going, like understand what you're going, like understand what you're doing now and I always say why.01:03:52.586 --> 01:04:02.916


A lot of times the question of why we're doing something, yes, is not asked when it needs to be asked and to me I think you have to break it down, why, until you get to the smallest answer.01:04:02.916 --> 01:04:10.289


And asking why is I think some people think is aggressive or argumentative, but it's not.01:04:10.289 --> 01:04:14.751


Sometimes asking why you're doing something can validate, you know.01:04:14.751 --> 01:04:15.373


I ask why.01:04:15.373 --> 01:04:15.715


It doesn't mean.01:04:15.715 --> 01:04:17.061


I think the idea is foolish.01:04:17.061 --> 01:04:20.405


I ask the why to say why are we doing this?01:04:20.405 --> 01:04:27.048


And if we can validate why we're doing it to a point that makes sense, then it's a good why?01:04:27.048 --> 01:04:27.375


Or?01:04:27.394 --> 01:04:41.181


if someone goes oh, we're doing that for no reason, or we're doing that because Chris 20 years ago decided to start making tags red and we just do it, or just because We've always done it that way.01:04:41.181 --> 01:04:42.760


I can't tell you how many times I hear that.01:04:42.760 --> 01:04:44.380


I don't know why we do this.01:04:44.380 --> 01:04:45.460


We've always done it this way.01:04:45.795 --> 01:04:48.764


You've got to be comfortable enough in being able to ask why.01:04:48.764 --> 01:05:15.226


And that leads into a whole other discussion, I think, in which change management has housed this question of psychological safety at work and being able to have honest it doesn't mean confrontational, but just like I have serious concerns and I want to feel like I'm able to voice them and I see that a lot too where people are just afraid, say that I think this is not a good idea because they feel like they're going to be reprimanded.01:05:15.266 --> 01:05:16.110


So you have to have that culture there is.01:05:16.110 --> 01:05:20.306


I want to make a point too, like when we ask why, like Brad you mentioned, like sometimes why is a tough question to ask?01:05:20.306 --> 01:05:25.860


Because you sound like you're being annoying, because people link asking why to children.01:05:25.860 --> 01:05:31.590


When children ask too much why, you're like, stop asking me right?01:05:31.590 --> 01:05:37.007


So we need to stop that connection of people asking why.01:05:37.007 --> 01:05:50.831


You have to encourage them to ask because they're going to see insights and views, perspective that I, as maybe a supervisor, I don't typically see because I'm not doing all the work they're gonna tell me.01:05:52.092 --> 01:05:58.391


So we need to like, unlink that of, like the, the, the emotions behind someone asking why.01:05:58.391 --> 01:06:05.338


But also when you're answering that question of why we're doing it but you got to return it with, wasn't it for you?01:06:05.338 --> 01:06:08.990


You know why you easy answer right.01:06:08.990 --> 01:06:14.255


You can say, ah, we're doing this for the organization, it's going to save us money, is going to be more efficient, blah, blah, blah.01:06:14.255 --> 01:06:21.719


But the end of the day, that person still goes back to their desk and still do their stuff day to day and you got to let them know.01:06:21.719 --> 01:06:22.119


Why are we?01:06:22.119 --> 01:06:26.782


You know not only why we're doing it, but what does it mean for you so let's try to answer that.01:06:26.802 --> 01:06:31.659


Let's say, for like I mean nav to bc online, like so why?01:06:31.719 --> 01:06:32.282


what's the why?01:06:32.641 --> 01:06:35.648


I don't know gp, so I'm not comfortable there, but why?01:06:35.708 --> 01:06:38.661


but gp should be going to bc so we can just sure?01:06:39.021 --> 01:06:39.623


so let's say why.01:06:39.623 --> 01:06:41.086


I mean like can we talk about.01:06:41.126 --> 01:06:42.416


Why would you go from gp to bc?01:06:43.418 --> 01:06:44.400


you tell me you're the experts.01:06:44.400 --> 01:06:44.820


I don't know.01:06:45.943 --> 01:06:49.869


Let's switch that NAV.01:06:49.869 --> 01:06:51.721


Nav is no longer supported.01:06:51.882 --> 01:06:54.121


Okay, so what does that mean for me as a user?01:06:54.355 --> 01:06:55.340


Yeah, what does it mean for you?01:06:55.340 --> 01:06:57.320


Same thing for GP, by the way?01:06:58.576 --> 01:07:00.887


Yeah, why would you go from NAV to Business Central?01:07:03.918 --> 01:07:04.639


are you asking me?01:07:06.282 --> 01:07:07.463


why would you no you?01:07:07.965 --> 01:07:08.164


me.01:07:08.164 --> 01:07:09.027


Why would I?01:07:09.027 --> 01:07:09.547


Okay?01:07:09.547 --> 01:07:18.601


So from what I've heard, I mean so my parent company is going to go through this now because they're on nav, on-prem and terrified of going to business central online.01:07:18.601 --> 01:07:43.864


Um, because it's not going to be supported by microsoft and eventually our partners won't be able to support it, which means if we don't prep ahead of time, we're going to be scrambling at the end and it's going to be a disaster because we're going to have to implement a change quickly and we won't know what we're missing if we don't think about it long and hard.01:07:44.554 --> 01:07:49.536


So GP could be considered a similar boat boat, even though the end of life has been given what?01:07:49.536 --> 01:07:51.983


Five years, uh, for the product.01:07:51.983 --> 01:07:54.896


Uh, they stopped the major support, I think a few years ago, but again it's.01:07:54.896 --> 01:07:55.679


I asked.01:07:55.679 --> 01:07:56.601


I asked that why is because?01:07:56.601 --> 01:07:59.317


Why would anybody choose anything to go to a new system?01:07:59.317 --> 01:08:01.139


Right, there's always going to be a why.01:08:01.139 --> 01:08:13.911


Whether it's gp nav, business central on premises to business central online or using quickbooks to go to business central, you know, there's always going to be a reason of why.01:08:13.971 --> 01:08:19.291


That's why I was just saying and why that particular choice too, for example, like why not another correct system?01:08:19.532 --> 01:08:25.206


yeah, yeah, it's not just you're forced to leave nav or gp because it's no longer supported.01:08:25.206 --> 01:08:27.622


I mean, that's an easy decision, right?01:08:27.681 --> 01:08:32.184


it's easy why microsoft made that decision for us exactly we have to move right.01:08:32.463 --> 01:08:34.268


Um, that's, that's the why.01:08:34.268 --> 01:08:38.555


But some organizations were like we're just outgrowing, like quickbooks, a perfect example.01:08:38.555 --> 01:08:42.703


It's still well supported, but, you know, to get to the next level.01:08:42.703 --> 01:08:49.063


This is why we're moving it to business central, because it's going to allow us this and that and this and that, and then this also.01:08:49.063 --> 01:08:53.836


This is what it means for you Maybe more responsibility, more roles.01:08:53.836 --> 01:08:55.900


Right, you can get promoted.01:08:55.900 --> 01:09:01.381


Those are things that people would probably want to care about, like why are we moving to something different?01:09:01.381 --> 01:09:02.524


Well, we're growing.01:09:02.524 --> 01:09:08.162


That means that we need someone that's going to be a subject matter expert and gives you some growth.01:09:08.783 --> 01:09:23.534


Those are motivational components to of what it means to you know individuals within your organization yeah, so, and and then you can think about the how right, if, when, that why is like okay, that's a fairly easy one in this situation, because we don't have another choice.01:09:23.534 --> 01:09:27.018


Okay, then how are we going to do it, and then who's involved?01:09:27.018 --> 01:09:35.067


And map all of that out and think about it and, again, dialogue and involve as many people as you can early on.01:09:36.068 --> 01:09:36.568


I like that.01:09:36.568 --> 01:09:39.010


You have to have a dialogue, not a monologue.01:09:39.010 --> 01:09:39.791


Yep Right.01:09:43.302 --> 01:09:45.716


These are all good points, they're so.01:09:45.716 --> 01:09:47.202


You mentioned common sense before.01:09:47.202 --> 01:09:48.460


I will say it.01:09:48.460 --> 01:09:55.387


One thing I learned about common sense is it isn't as common as people think, or isn't exactly what people think?01:09:55.668 --> 01:09:55.809


Yes.01:09:56.456 --> 01:09:57.501


I mean, that's what the joke is.01:09:57.501 --> 01:09:59.395


It's not as common, as you know.01:09:59.395 --> 01:10:02.636


You think Right, but you know it's.01:10:02.636 --> 01:10:09.878


It's, I think, individual's interpretation of what's common sense, because what's common sense to one may not be common sense to another and vice versa.01:10:09.878 --> 01:10:21.981


But I think on here it's just all of this little and I don't mean to take away from the importance of it, but sometimes that whole was that an ounce of prevention can save a pound or cure.01:10:23.182 --> 01:10:29.604


This is what I put this in is some of these little things that you should have anyway, like process flows of your process organization.01:10:29.604 --> 01:10:38.046


You should have your processes defined so that way you can adjust if your business changes or if something happens.01:10:38.046 --> 01:10:46.329


You have subject matter experts that move on to someplace else, whether it's due to retirement, medical or even just to change your career.01:10:46.329 --> 01:10:54.431


You know that knowledge you need to have within the organization, and those all help with the time to come for an implementation.01:10:54.452 --> 01:10:59.613


Some of the best implementations I've seen have been in cases where people say, oh, they have all this information, they have us all.01:10:59.613 --> 01:11:00.354


Why do they have all that?01:11:00.354 --> 01:11:12.469


But it made it easier because now you're not sitting there listening to people regurgitate things from their brain and regurgitate things from their brain and regurgitate maybe not the proper word, but people pull things from their brain how they remember it.01:11:12.469 --> 01:11:19.800


And I laugh at that again too, because I've had conversations with person A on Monday, they told me one thing.01:11:19.800 --> 01:11:22.242


Same person A on Thursday.01:11:22.242 --> 01:11:35.997


They said no, I didn't say that this is how we do it, or I forgot, or oh yes, we do it that way on this case, but in this scenario we do it this way and I've been in those scenarios after implementation.01:11:36.037 --> 01:11:42.557


They're like oh, no one asked me about this yep, well, you said this and I heard this, and we never confirmed that.01:11:42.599 --> 01:11:52.224


We actually said like understood each other and I think I think that goes back to your comment earlier about that agile approach, right Like this can require a little bit of back and forth.01:11:52.224 --> 01:12:04.945


That dialogue, that conversation you have to have is that you mentioned that continuous improvement get some feedback loop and then figure out okay, what you said yesterday, why did it change today?01:12:04.945 --> 01:12:06.621


Let's figure that out.01:12:06.621 --> 01:12:08.643


There's gotta be a reason why you changed it.01:12:08.643 --> 01:12:23.828


And that also falls under continuous improvement, because you might implement or set up something based upon what the understanding at that point, and then you come and test it and say, yeah, actually that's not what we're trying to do, because we misunderstood.01:12:25.800 --> 01:12:29.655


That's not only agile, but I look at it from a change management.01:12:29.655 --> 01:12:32.323


It's called monitoring and continuous improvement.01:12:32.323 --> 01:12:33.806


You're going to monitor the changes.01:12:33.806 --> 01:12:35.421


Is it going to work?01:12:35.421 --> 01:12:36.846


Let's improve a little bit more.01:12:36.846 --> 01:12:38.954


So it's a lot of uh, a lot of back and forth.01:12:38.954 --> 01:12:49.957


And one thing I do want to point out too, in a lot of this changement and I want to hear your, your take on this, nelly, is um, you read the book atomic habits best book I have not and I should.01:12:50.118 --> 01:12:50.600


I'll write that down.01:12:50.659 --> 01:12:51.844


Yes, it's um.01:12:51.844 --> 01:13:04.020


It's a great book atomic habits and it's the small things that you um, the steps, the small steps you take, and also gives you little wins and it becomes um that's big in change management, yeah, you see those very addicting.01:13:04.039 --> 01:13:04.621


You want the small win.01:13:04.621 --> 01:13:07.929


I do want to make a point that it's not all about mitigation of risk, mitigation of that's big in change management.01:13:07.948 --> 01:13:09.412


Yeah, you see those things, it's very addicting.01:13:09.412 --> 01:13:09.974


You want the small win.01:13:09.974 --> 01:13:26.573


I do want to make a point that it's not all about mitigation of risk, mitigation of changes in the people, but you got to stop and celebrate the small wins yes, whatever that looks like, Because it releases what endorphins and excitement that hey, what we did and the effort we put into it.01:13:26.895 --> 01:13:29.743


Yeah, and people's contributions to making those small wins happen.01:13:29.743 --> 01:13:32.965


Yes, not just the win itself, but like thank you for doing that that made this possible.01:13:34.055 --> 01:13:36.141


And then you get addicted and it's like I want more Right.01:13:36.141 --> 01:13:36.823


What else can we do?01:13:37.485 --> 01:13:40.645


Yeah, no, it's a true fact that Atomic Habits is a great book.01:13:41.534 --> 01:13:41.715


Chase too.01:13:41.755 --> 01:13:46.823


I can share some other ones you yes, uh, deep work, stolen focus, all great books.01:13:47.364 --> 01:13:56.456


Okay, that, uh, we'll talk about a lot of this as well and and something actually I wanted to ask you guys about, and it's one that I recently heard about.01:13:56.456 --> 01:13:58.479


It's called open source change management.01:13:58.479 --> 01:14:02.655


Um, I'm sure you know about open source, like in software.01:14:02.655 --> 01:14:04.878


What does that actually mean?01:14:04.878 --> 01:14:05.338


Can you explain?01:14:05.338 --> 01:14:08.063


Explain what that means to me?01:14:08.283 --> 01:14:13.470


Open source- Open source is in software in general.01:14:13.470 --> 01:14:26.091


It's more or less, where the software that's developed to drive something is made publicly available and the community whomever or the public can contribute to that.01:14:26.091 --> 01:14:30.166


Usually there is something or someone who manages that to bring in some of those changes.01:14:30.166 --> 01:14:33.184


But, it's an essence Open contribution.01:14:33.815 --> 01:14:38.507


Well, it's an open contribution and open source might be a little bit different.01:14:38.507 --> 01:14:48.115


But open source means that anybody can see the source code and then also make changes or propose the changes to that source code to make improvements.01:14:48.115 --> 01:14:50.680


It's a good lot.01:14:50.680 --> 01:14:51.804


We'll follow with the process.01:14:51.804 --> 01:14:58.496


Some don't like it because if it's a business that drives off it if you think of like Linux and some of those other operating systems.01:14:58.515 --> 01:15:03.756


People are like, oh, I'm fearful that someone will take it and make money off it or something.01:15:03.756 --> 01:15:08.268


Others look at it as if you have Chris and Brad doing development of an application.01:15:08.268 --> 01:15:18.779


We're only going to see one small area of it, but if you open up and you have many eyes on it, if there's any security risks or any feature risks or any functionality, people can make it a better product for the community.01:15:19.175 --> 01:15:23.564


Yeah, I could see how that might parallel into whatever open source change management is.01:15:23.564 --> 01:15:24.697


I need to learn more about it.01:15:24.697 --> 01:15:26.240


Someone brought it to my attention.01:15:26.240 --> 01:15:29.847


I just wanted to kind of know the origins of that.01:15:29.847 --> 01:15:38.725


And then you, Brad, came up with like something mind-blowing in your blooper on LinkedIn when you said testing change management without a comma.01:15:38.725 --> 01:15:41.684


So I thought testing change management was a thing.01:15:41.684 --> 01:15:46.936


But you meant testing comma change management and I was like, oh, I'm intrigued, what is testing change management?01:15:46.936 --> 01:15:50.121


But it makes sense because-.01:15:50.201 --> 01:15:51.202


It does make sense.01:15:51.221 --> 01:15:52.543


Yes, let us know why.01:15:53.586 --> 01:15:53.865


Why.01:15:54.667 --> 01:15:57.050


Yeah, you tell us I'm on the other side now I'm being interviewed.01:16:01.994 --> 01:16:02.737


No, I think, testing change management.01:16:02.737 --> 01:16:06.484


As we had gone through this, we talked about all the process that you would go through to implement change within your organization.01:16:06.484 --> 01:16:13.323


You need to test that process to make sure that the process is going to be effective for your organization, the process that you decide to follow.01:16:13.323 --> 01:16:15.797


There's many options available, Similar to what we said.01:16:15.797 --> 01:16:18.845


There's not a cookie cutter approach earlier to anything.01:16:18.845 --> 01:16:22.725


In essence, there isn't a cookie cutter approach to change management.01:16:22.725 --> 01:16:29.457


Therefore, you need to test to make sure what you're going to follow is effective for your organization.01:16:30.458 --> 01:16:31.480


You should trademark that.01:16:33.144 --> 01:16:34.246


It's been recorded now.01:16:34.246 --> 01:16:34.908


Thank, you.01:16:34.927 --> 01:16:39.604


I did go back and fix it, though, because I intended it to be separate, but I like the point.01:16:39.604 --> 01:16:41.275


I should go back and unedit it.01:16:41.275 --> 01:16:43.140


I edited it, I should edit it again.01:16:43.140 --> 01:16:54.078


Yeah, I love that idea because, like you said, we need to test what works in the situation that we're in, because I can use this model in this organization, this system, and it may not make sense here.01:16:54.078 --> 01:17:01.524


So test what works and then recalibrate, because that's what experimentation is about, and change management.01:17:01.543 --> 01:17:06.256


We talked about a lot here, change management, particularly implementations.01:17:06.256 --> 01:17:13.242


If you had to, you know you can write it down on your notebook if you want, and then tell us, or you can tell us here.01:17:13.242 --> 01:17:14.880


Chris, maybe I could ask you too.01:17:14.880 --> 01:17:27.845


Okay, what are the key points you would like someone to know about change management, or take away from the need for change management, or what change management does?01:17:29.117 --> 01:17:37.528


okay, um, change management makes, uh, your life easier.01:17:37.528 --> 01:18:12.020


If you implement on all sides from a partner perspective, from a leadership perspective, from a people perspective it will make your life easier because you will be able to point out where things are going wrong and fix them as soon as possible and you will make people feel valued, be valued actually not just feel valued, be valued in the changes or the initiatives that you want to implement.01:18:12.020 --> 01:18:18.162


And I've said this from the like, this is kind of what drives me Business development is people development.01:18:18.162 --> 01:18:19.659


There's no business without people.01:18:19.659 --> 01:18:27.503


You develop your people and part of developing your people is this change management bit, involving them and valuing their insights, and your business will thrive.01:18:28.555 --> 01:18:42.427


And I guess the other takeaway is change management should be the responsibility of everybody and you need to own that and make it everybody's responsibility.01:18:42.427 --> 01:18:43.876


That doesn't sound very change managing.01:18:43.876 --> 01:18:51.845


Make it everyone's responsibility, but encourage it, encourage that you are important and your insights are important and we want and value your opinions.01:18:51.845 --> 01:18:59.431


That doesn't sound very change managing, make it everyone's response, but encourage it, encourage that you are important and your insights are important and we want and value your opinions so that, whatever changes we put in place.01:18:59.452 --> 01:19:01.715


we've considered your perspectives and we're grateful for it.01:19:01.715 --> 01:19:02.034


Great Thank you.01:19:03.436 --> 01:19:05.100


Chris, did you have any thoughts?01:19:05.100 --> 01:19:07.765


Just small, I think we made, I think we did a lot of talking points here and I think we can.01:19:07.765 --> 01:19:25.364


I think we did, we had a lot of Talking points here and I think we can Go on for another episode, because I do enjoy More of the preparation aspect and change management Is part of that preparation, not only from an Organizational standpoint but individualistic as well.01:19:25.364 --> 01:19:35.166


Whether it's supposed to be teamwork or not, at the end of the day, you know people work for themselves, um, so they have to know the benefits.01:19:35.166 --> 01:19:56.564


But I look at a change management as it addresses like I think now you you made a point here um, it's, it's not so much as a technical, it's, it addresses the human and organizational elements of any transition and I think it's key.01:19:58.939 --> 01:20:01.166


I mean again, there's a lot of things that makes up change management.01:20:01.166 --> 01:20:15.761


At the end of all of that, it's just assessment, strategy and very good communication and involvement, and I think I wrote that three things in there, because that's the most common things that you know we've done implementations.01:20:15.761 --> 01:20:19.176


It's always like people don't have time, which Brad mentioned.01:20:19.176 --> 01:20:20.420


He had, you know, time.01:20:20.420 --> 01:20:22.904


The leadership wasn't involved.01:20:22.904 --> 01:20:27.390


They come maybe once every two months in meetings and communication.01:20:27.570 --> 01:20:30.659


People misunderstood of why they did it this way.01:20:30.659 --> 01:20:45.279


So there's a lot of that, but the end of it all take a lot of time and spend that time investment to plan and strategize and put this change management together before you even break ground.01:20:45.279 --> 01:20:47.904


It like building a house, right, like building a house.01:20:47.904 --> 01:21:08.887


Some, a builder, could do it in six months or less, but it takes a lot of times of planning and you know getting um the appliances, you know uh, blueprints and permits all that stuff takes months and then the house can be built in three months and ask yourself, your wife, what you want, to ask your husband what he wants, and you know, consider the kids?01:21:08.908 --> 01:21:10.135


what kind of floor do you want?01:21:12.078 --> 01:21:15.247


it's a good analogy that you have there about building a house.01:21:15.247 --> 01:21:27.180


It's similar to what I was talking about, like building a deck or a project or something where it's much easier to move a wall during the planning phase than when the house is up, yeah, because you realize that somebody misunderstood or spoke something.01:21:27.180 --> 01:21:28.645


So your analogy your analogy, chris, is perfect.01:21:28.645 --> 01:21:32.286


If you do proper planning up front, you can put the house together quickly.01:21:33.534 --> 01:21:36.043


Yeah, because the bathroom that's not where I want the bathroom, brad.01:21:36.836 --> 01:21:39.739


If you don't know what you're looking for and you're constantly moving.01:21:39.739 --> 01:21:48.435


It will be costly because you have to tear down the walls and create new plans and put them up and make sure things work properly.01:21:48.456 --> 01:21:51.222


So sometimes it's just a conversation that needs to be had.01:21:51.262 --> 01:21:54.057


That's it and you know it's a great, great analogy.01:21:54.057 --> 01:21:54.458


I like it.01:21:54.458 --> 01:21:55.201


I'm going to steal it.01:21:55.201 --> 01:21:58.494


I like it too, so you can steal it too.01:21:58.756 --> 01:21:59.438


I'm going to steal it.01:22:00.420 --> 01:22:03.087


Well, nellie, thank you for taking the time to speak with us today.01:22:03.087 --> 01:22:05.118


We appreciate all that you have to share.01:22:05.118 --> 01:22:25.740


I definitely would like to continue this conversation, yes and I'd like to hear, like viewers, inputs too, because I know there's a lot of thought around this oh yes certainly a lot um, and with that, how would someone be able to get in contact with you to learn more about change management and your approaches to change management and all of the other great things that you do?01:22:25.740 --> 01:22:26.323


Bag rest.01:22:27.404 --> 01:22:28.167


Yes, bag rest.01:22:28.167 --> 01:22:30.904


It's just so catchy, you're never going to forget it.01:22:31.615 --> 01:22:32.539


I'm not going to forget it.01:22:32.539 --> 01:22:34.378


I'm going to be like bag rest.01:22:34.560 --> 01:22:38.063


Sometimes I'm creative, sometimes it's like what did I do there?01:22:38.063 --> 01:22:52.461


But anyway, I mean I consider myself a student of change management and of everything I guess of life, and so I'm still learning and I'm always trying to learn from others.01:22:52.461 --> 01:22:53.063


So I appreciate any input.01:22:53.063 --> 01:22:54.368


But easiest way to find me is on LinkedIn.01:22:54.368 --> 01:22:54.789


Just search my name.01:22:54.789 --> 01:22:56.917


I should be there and oh, I wanted to show you guys something.01:22:56.917 --> 01:23:04.324


So I didn't realize you were celebrities in the business central world before I got to know you and I watched a few episodes.01:23:04.324 --> 01:23:07.117


So I'm like, oh, they're actually like people know who they are.01:23:07.117 --> 01:23:20.515


So I'm very I'm sorry, but I'm honored and wait, I didn't know who you were um anyway, and that's a compliment.01:23:20.555 --> 01:23:27.529


I'm just just wanted to say thank you no, thank you for having me in the Dynamics Corner chair and I made a sign.01:23:29.835 --> 01:23:31.722


Dynamals Lorna Lair.01:23:32.655 --> 01:23:36.086


My C's look like L's, but they're meant to be corners.01:23:37.015 --> 01:23:38.140


I was trying to be clever.01:23:39.296 --> 01:23:41.864


I should have done like yeah, so I'm in it.01:23:41.864 --> 01:23:42.405


Look at that.01:23:42.405 --> 01:23:44.965


You're sitting in the Dynamics Corner chair.01:23:44.965 --> 01:23:46.411


That's awesome.01:23:46.492 --> 01:23:47.073


Oh, that's awesome.01:23:48.074 --> 01:23:48.777


My Dynamics Lorna.01:23:48.777 --> 01:23:50.201


Oh, that's awesome.01:23:50.201 --> 01:23:53.539


My Dynamo's Lorner, dynamo's Lorner, whatever that is, we have to get it, Chris.01:23:53.635 --> 01:23:57.081


That has to be the cover photo Screenshot.01:23:57.421 --> 01:23:57.841


The cover photo.01:23:58.122 --> 01:24:01.087


Okay, here you go Get a good one there you go Get it, chris.01:24:01.287 --> 01:24:02.250


I got it, I got it.01:24:02.515 --> 01:24:04.757


You got it Good, that has to be the cover.01:24:04.757 --> 01:24:08.224


Now, what is on the back of your wall?01:24:08.224 --> 01:24:09.485


Anchorage and Coro.01:24:09.525 --> 01:24:11.007


Amparo, that's my tattoo.01:24:11.748 --> 01:24:12.090


And Coro.01:24:12.149 --> 01:24:14.162


Amparo, it's Italian for still learning.01:24:14.162 --> 01:24:20.422


I don't know if you know the story, but Michelangelo, the famous Michelangelo the painter, Sistine Chapel and Creation of Adam.01:24:21.534 --> 01:24:31.817


He wasn't on the podcast, so we don't know him yeah ass, so we don't know.01:24:31.837 --> 01:24:32.259


Yeah, we're buddies.01:24:32.259 --> 01:24:35.109


I talked to him uh, yeah, I do love, I do love um that you're a student and and that's a good mindset.01:24:35.109 --> 01:24:36.092


I I've always had that mindset.01:24:36.092 --> 01:24:36.453


I know brad has I.01:24:36.453 --> 01:24:39.322


I call it, uh, white belt for life I was going to say it.01:24:39.421 --> 01:24:39.962


You took it.01:24:39.962 --> 01:24:40.645


That's chris.01:24:40.645 --> 01:24:45.063


I was going to say it's still another one of chris's sayings white belt for life white belt for life.01:24:45.103 --> 01:24:57.421


I'm a'm a literal jujitsu white belt for life, because I have to stop and I like I just stayed at like one stripe for like two years, but you know, yeah, white belt for life and you always have to be a student.01:24:57.595 --> 01:24:59.341


I mean, you have that mindset.01:24:59.341 --> 01:25:00.704


You do well in life.01:25:01.095 --> 01:25:01.837


But Michelangelo.01:25:01.837 --> 01:25:09.257


They asked him when he was like 80 something about his skills as a painter, and he said I'm still learning.01:25:09.257 --> 01:25:09.680


It's true.01:25:10.877 --> 01:25:12.140


I learn something every day.01:25:12.140 --> 01:25:22.527


I really do Something about life, and when you get to the point where you don't think you need to learn something or you have nothing left to learn, that says something else about.01:25:22.635 --> 01:25:29.452


I'm underground at that point, six feet underground, you know if I stop learning, all right, nellie, thank you very much.01:25:29.832 --> 01:25:30.234


This was fun.01:25:30.465 --> 01:25:31.769


I look forward to speaking with you soon.01:25:31.828 --> 01:25:32.331


Thank you again.01:25:32.331 --> 01:25:33.373


Bye, take care, bye.01:25:35.286 --> 01:25:42.353


Thank you, chris, for your time for another episode of In the Dynamics Corner Chair, and thank you to our guests for participating.01:25:42.685 --> 01:25:44.192


Thank you, brad, for your time.01:25:44.192 --> 01:25:47.654


It is a wonderful episode of Dynamics Corner Chair.01:25:47.654 --> 01:25:51.176


I would also like to thank our guests for joining us.01:25:51.176 --> 01:25:54.207


Thank you for all of our listeners tuning in as well.01:25:54.207 --> 01:26:08.814


You can find Brad at developerlifecom, that is D-V-L-P-R-L-I-F-Ecom, and you can interact with them via Twitter D-V-L-P-R-L-I-F-E.01:26:08.814 --> 01:26:22.095


You can also find me at matalinoio, m-a-t-a-l-i-n-o dot I-O, and my Twitter handle is matalino16.01:26:22.095 --> 01:26:25.792


And you can see those links down below in the show notes.01:26:25.792 --> 01:26:27.136


Again, thank you everyone.01:26:27.136 --> 01:47:35.425


No-transcript.
Nelly Jebran Profile Photo

Nelly Jebran

Senior Global IT Project Manager, Protective Industries Inc.

Nelly Jebran is a Change Management and Project Management professional from Toronto. She has successfully facilitated numerous initiatives, and has a special fondness for Business Central implementations. She is Prosci and Lean Change certified, has a Master of Arts in Political Science, and has led global sales and customer service teams. Nelly is passionate about working with people to bring about meaningful change. She has developed a unique approach to change management that aligns technical solutions with business requirements while foundationally supported by people engagement.