The implementation of any new business system will fundamentally change the way a company does business.
Every level of the organization will be affected. Every level of the organization must also participate in the implementation and assume ownership of the system as the major tool they use to enhance their job performance. It is essential that a formal plan be put in place to create reinforcing education and training building blocks which are appropriately sequenced and time phased.

Education and training represent a significant aspect of cultural change management. The price of ignorance is high. Failure to properly prepare and equip personnel will ensure failure of any systems implementation and integration effort. For this reason, we place a great deal of emphasis on following a formal education and training plan.

Though often used interchangeably, education and training are two different activities. Education is the process of shaping attitudes and developing common understanding. Proper education sets the foundation for training. Training addresses the transfer of specific information and the practical application of that specific information to develop new job skills.

Organizations don’t easily adapt to new technology or process changes. Stakeholders and end-users have little interest in the mechanics of IT projects, but rather want to know how projects will affect their roles and their ability to perform. Any disruption or incompatibility with the proposed changes presents risks to project success and business performance. However, too often a general, or blanket, approach is taken to tackling these issues which tend to miss the mark.

In reality, issues and needs differ by stakeholder groups, business units and geographies. Understanding these differences and tailoring change plans to ensure acceptance by affected groups are essential for the success of any business transformation program.

Unlike traditional approaches, AGR views Change Management as an integral component of any business transformation initiative. We help assess how ready your organization is to embrace change, and help bridge the gap between technology-driven change and business-inspired project success. We ensure that organizational communities are fully involved before, during and after project implementation. Stakeholder and end-user insights are shared. Geographical differences are addressed.

A flexible and fluid change management strategy emphasizes business outcomes and organizational acceptance, not just achieving project milestones. Through AGR, clients proactively identify and mitigate project risks, reduce costs and accelerate business benefits.