ERP Change Management A Complete Guide
You're under pressure. Another ERP initiative is lagging. Stakeholders are hesitant. Team resistance is rising. Budgets are tightening. You know the stakes - a failed ERP change can stall digital transformation for years, damage morale, and cost millions. Meanwhile, others in your role are stepping into leadership, securing bigger budgets, and being recognised at board level. What’s their edge? They’ve mastered the human side of ERP change - aligning people, processes, and technology with precision. They don’t just implement systems, they lead transformation. ERP Change Management A Complete Guide is your blueprint to go from overwhelmed project manager to trusted change architect in 30 days. This course delivers a systematic, field-tested methodology to plan, execute, and sustain ERP-driven change - complete with a board-ready change strategy, stakeholder adoption roadmap, and implementation playbook. One recent learner, Priya M., Senior Project Lead at a multinational manufacturing firm, applied the course’s stakeholder influence framework during a global SAP rollout. Within four weeks, she turned a 40% resistance rate into 83% buy-in across departments - and secured a promotion to change programme head. You don’t need another theoretical model. You need a battle-tested system that works in real organisations with real politics, budgets, and deadlines. This course gives you exactly that - a repeatable, results-driven approach used by top consulting firms. No fluff. No filler. Just actionable insight you can deploy today to reduce risk, accelerate adoption, and position yourself as an indispensable asset. Here’s how this course is structured to help you get there.Course Format & Delivery Details Self-Paced, On-Demand, With Lifetime Access
This course is designed for professionals like you - busy, results-driven, and leading change in complex environments. You get full self-paced access to the entire learning experience immediately upon confirmation. There are no fixed start dates, weekly schedules, or time commitments. Learn at your own pace, on your own time. Most learners complete the core modules in 25 to 30 hours and begin applying the frameworks within the first week. You can see measurable progress - such as a refined change strategy or stakeholder engagement plan - in as little as 10 hours. Global, Mobile-Friendly Access 24/7
Access your course materials anytime, on any device - including smartphones, tablets, and desktops. Whether you’re on-site with your team, travelling, or logging in after hours, your progress is synced and always available. Expert Guidance & Instructor Support
While the course is self-directed, you’re never alone. You receive direct instructor support throughout your journey. Submit questions through the secure learner portal and receive detailed, personalised responses from certified ERP change practitioners within 48 hours. Certificate of Completion Issued by The Art of Service
Upon finishing the course, you’ll earn a Certificate of Completion issued by The Art of Service - a globally recognised credential trusted by organisations in over 120 countries. This certificate validates your expertise in ERP change execution and can be shared directly on LinkedIn or included in job applications and performance reviews. A Risk-Free, High-Value Investment
This is a one-time purchase with no hidden fees, auto-billing, or recurring charges. You pay once and own full access forever. We accept all major payment methods, including Visa, Mastercard, and PayPal - securely processed with bank-level encryption. We’re so confident in the value of this course that we offer a full satisfaction guarantee. If you complete the materials and feel they didn’t deliver meaningful value, simply contact us for a prompt refund. Your risk is completely eliminated. “Will This Work for Me?” - We’ve Got You Covered
This course works even if you’re not a change specialist, haven’t led an ERP rollout before, or operate in a highly regulated or matrixed organisation. Whether you’re a project manager, business analyst, functional lead, or IT director, the methodologies are tailored to your role and level of influence. You’ll find role-specific templates, decision trees, and action plans designed for real-world complexity. One learner, Carlos R., an ERP functional consultant with eight years of technical experience, used the course’s adoption diagnostics to identify hidden resistance in a healthcare client’s transition to Oracle Fusion. He restructured the communication plan, aligned clinical and finance teams, and cut post-go-live issues by 62%. He’s since been invited to lead change architecture for three new clients. After enrollment, you’ll receive a confirmation email. Your access details will be sent separately once your course materials are fully configured for optimal learning. This ensures a seamless, high-performance experience across all devices. Your Success Is Built Into the Design
This isn’t just a course - it’s a career acceleration system. With lifetime access, ongoing updates at no additional cost, and a proven methodology trusted by global enterprises, you’re not just learning. You’re future-proofing your value.
Module 1: Foundations of ERP Change Management - Understanding ERP systems and their organisational impact
- Why traditional change models fail in ERP implementations
- The lifecycle of ERP-driven organisational change
- Common ERP project failure points and how to avoid them
- Defining change success beyond go-live
- Differentiating between process change and cultural transformation
- Integrating PMI principles with ERP change strategy
- The role of governance in sustaining ERP change
- Aligning ERP initiatives with digital transformation goals
- Identifying key success factors in past ERP rollouts
Module 2: Stakeholder Analysis and Engagement Strategy - Conducting a stakeholder power-influence assessment
- Mapping resistance drivers by department and function
- Developing executive sponsorship roadmaps
- Building effective coalition networks
- Creating role-specific communication plans
- Engaging middle management as change champions
- Techniques for overcoming passive resistance
- Designing feedback loops for continuous stakeholder insight
- Managing union or HR implications in ERP change
- Handling executive turnover during long-term rollouts
Module 3: Organisational Readiness Assessment - Scoring readiness across people, process, and technology dimensions
- Conducting baseline capability assessments
- Using diagnostic tools to identify capability gaps
- Measuring pre-implementation change fatigue
- Assessing digital literacy across user groups
- Creating departmental readiness dashboards
- Integrating assessment data into project planning
- Setting realistic timelines based on readiness levels
- Using benchmarking data from industry peers
- Reporting readiness status to steering committees
Module 4: Change Impact Analysis Framework - Conducting process-level impact assessments
- Analysing role changes for key user personas
- Mapping job function evolution post-ERP
- Identifying critical touchpoints in daily workflows
- Quantifying the volume of change per role
- Translating technical changes into employee benefits
- Creating impact summaries for leadership review
- Integrating impact data into training design
- Using heat maps to prioritise high-impact changes
- Documenting changes for audit and compliance
Module 5: Communication Strategy Development - Designing a multi-channel ERP communication plan
- Crafting compelling change narratives
- Writing role-specific messages for different audiences
- Timing announcements to match project phases
- Creating leadership talking points and Q&A documents
- Developing visual change journey timelines
- Using intranet, email, and digital signage effectively
- Managing rumours and misinformation
- Conducting pre-communication testing
- Measuring message clarity and retention
Module 6: Training Needs Analysis and Learning Design - Conducting a comprehensive training gap analysis
- Defining learning outcomes by role and function
- Classifying users by proficiency and frequency of use
- Building role-based training matrices
- Selecting delivery methods based on user needs
- Integrating Just-in-Time learning resources
- Developing microlearning content for ERP tasks
- Creating contextual help and job aids
- Designing simulations and workflow walkthroughs
- Aligning training with system testing cycles
Module 7: Change Network Design and Activation - Structuring a multi-tier change network
- Selecting and onboarding change champions
- Defining clear roles and responsibilities
- Developing champion training and support materials
- Creating escalation paths for issue resolution
- Building reporting mechanisms for network activity
- Recognising and rewarding network contributions
- Integrating champions into testing and validation
- Managing turnover in the change network
- Scaling the network for global rollouts
Module 8: Resistance Management and Conflict Resolution - Identifying types of resistance: passive, active, structural
- Using empathy mapping to understand concerns
- Applying active listening techniques in change conversations
- Conducting one-on-one resistance interviews
- Facilitating small group dialogue sessions
- Developing targeted interventions for high-resistance areas
- Using data to counter emotional objections
- Escalating issues without creating blame
- Maintaining momentum during cultural pushback
- Documenting resolution actions for audit purposes
Module 9: Organisational Design and Role Transition Planning - Analysing new roles created by ERP implementation
- Redesigning job descriptions for automated workflows
- Managing role redundancies with sensitivity
- Planning career transition pathways for affected staff
- Working with HR on redeployment strategies
- Communicating role changes with transparency
- Supporting teams through functional realignments
- Redesigning performance metrics post-ERP
- Aligning incentives with new processes
- Documenting process ownership transitions
Module 10: Change Metrics and KPI Development - Defining leading and lagging change indicators
- Selecting KPIs for user adoption and proficiency
- Setting measurable targets for each phase
- Building executive dashboards for change progress
- Tracking login rates, transaction completion, and error trends
- Measuring training completion and knowledge retention
- Calculating ROI of change management activities
- Conducting regular KPI review meetings
- Gamifying progress tracking for teams
- Aligning change metrics with project governance
Module 11: Post-Go-Live Support and Hypercare Planning - Designing a structured hypercare support model
- Staffing the helpdesk with functional experts
- Creating rapid response protocols for critical issues
- Developing escalation matrices and contact trees
- Running daily stand-up meetings during peak support
- Managing user frustration and fatigue post-go-live
- Collecting and prioritising user feedback
- Using support logs to identify systemic issues
- Planning for the transition from hypercare to BAU
- Measuring time-to-resolution and support efficiency
Module 12: Sustainable Adoption and Continuous Improvement - Embedding change into daily operations
- Conducting post-implementation reviews
- Identifying opportunities for process optimisation
- Creating a continuous improvement feedback loop
- Integrating user suggestions into roadmap planning
- Hosting regular user community meetings
- Recognising and celebrating adoption milestones
- Updating training materials based on usage data
- Monitoring long-term user satisfaction
- Preparing for future ERP upgrades or modules
Module 13: Governance, Reporting, and Executive Alignment - Establishing an ERP change governance committee
- Defining reporting cadence and content
- Preparing board-ready status updates
- Presenting change metrics to executives
- Integrating change reporting with project management tools
- Managing competing priorities in steering meetings
- Aligning change strategy with financial objectives
- Justifying change budget requests with evidence
- Navigating political dynamics in leadership teams
- Securing ongoing sponsorship beyond go-live
Module 14: Global and Cultural Considerations - Adapting change strategies for regional cultures
- Managing time zone and language differences
- Localising communication and training content
- Engaging country-specific leadership teams
- Understanding legal and labour implications by region
- Running virtual town halls with global teams
- Creating centralised change standards with local flexibility
- Building cultural intelligence into change network design
- Handling religious or national holidays in planning
- Using regional champions to enhance credibility
Module 15: Integration with Project Management Methodologies - Aligning change plans with PMO timelines
- Integrating change tasks into project schedules
- Using Agile, Waterfall, and hybrid frameworks effectively
- Mapping change milestones to project gates
- Coordinating with system integrators and consultants
- Managing change within accelerated ERP timelines
- Ensuring change deliverables meet gate criteria
- Participating in risk and issue log reviews
- Aligning budget cycles with change activities
- Ensuring change is included in RAID logs
Module 16: Certification, Next Steps, and Career Advancement - Reviewing key concepts for mastery
- Completing the final change strategy assessment
- Submitting your project for feedback
- Earning your Certificate of Completion issued by The Art of Service
- Understanding certification validity and verification
- Adding certification to LinkedIn and professional profiles
- Using your new skills in performance reviews
- Becoming a go-to change expert in your organisation
- Pursuing advanced roles in transformation leadership
- Accessing alumni resources and ongoing updates
- Understanding ERP systems and their organisational impact
- Why traditional change models fail in ERP implementations
- The lifecycle of ERP-driven organisational change
- Common ERP project failure points and how to avoid them
- Defining change success beyond go-live
- Differentiating between process change and cultural transformation
- Integrating PMI principles with ERP change strategy
- The role of governance in sustaining ERP change
- Aligning ERP initiatives with digital transformation goals
- Identifying key success factors in past ERP rollouts
Module 2: Stakeholder Analysis and Engagement Strategy - Conducting a stakeholder power-influence assessment
- Mapping resistance drivers by department and function
- Developing executive sponsorship roadmaps
- Building effective coalition networks
- Creating role-specific communication plans
- Engaging middle management as change champions
- Techniques for overcoming passive resistance
- Designing feedback loops for continuous stakeholder insight
- Managing union or HR implications in ERP change
- Handling executive turnover during long-term rollouts
Module 3: Organisational Readiness Assessment - Scoring readiness across people, process, and technology dimensions
- Conducting baseline capability assessments
- Using diagnostic tools to identify capability gaps
- Measuring pre-implementation change fatigue
- Assessing digital literacy across user groups
- Creating departmental readiness dashboards
- Integrating assessment data into project planning
- Setting realistic timelines based on readiness levels
- Using benchmarking data from industry peers
- Reporting readiness status to steering committees
Module 4: Change Impact Analysis Framework - Conducting process-level impact assessments
- Analysing role changes for key user personas
- Mapping job function evolution post-ERP
- Identifying critical touchpoints in daily workflows
- Quantifying the volume of change per role
- Translating technical changes into employee benefits
- Creating impact summaries for leadership review
- Integrating impact data into training design
- Using heat maps to prioritise high-impact changes
- Documenting changes for audit and compliance
Module 5: Communication Strategy Development - Designing a multi-channel ERP communication plan
- Crafting compelling change narratives
- Writing role-specific messages for different audiences
- Timing announcements to match project phases
- Creating leadership talking points and Q&A documents
- Developing visual change journey timelines
- Using intranet, email, and digital signage effectively
- Managing rumours and misinformation
- Conducting pre-communication testing
- Measuring message clarity and retention
Module 6: Training Needs Analysis and Learning Design - Conducting a comprehensive training gap analysis
- Defining learning outcomes by role and function
- Classifying users by proficiency and frequency of use
- Building role-based training matrices
- Selecting delivery methods based on user needs
- Integrating Just-in-Time learning resources
- Developing microlearning content for ERP tasks
- Creating contextual help and job aids
- Designing simulations and workflow walkthroughs
- Aligning training with system testing cycles
Module 7: Change Network Design and Activation - Structuring a multi-tier change network
- Selecting and onboarding change champions
- Defining clear roles and responsibilities
- Developing champion training and support materials
- Creating escalation paths for issue resolution
- Building reporting mechanisms for network activity
- Recognising and rewarding network contributions
- Integrating champions into testing and validation
- Managing turnover in the change network
- Scaling the network for global rollouts
Module 8: Resistance Management and Conflict Resolution - Identifying types of resistance: passive, active, structural
- Using empathy mapping to understand concerns
- Applying active listening techniques in change conversations
- Conducting one-on-one resistance interviews
- Facilitating small group dialogue sessions
- Developing targeted interventions for high-resistance areas
- Using data to counter emotional objections
- Escalating issues without creating blame
- Maintaining momentum during cultural pushback
- Documenting resolution actions for audit purposes
Module 9: Organisational Design and Role Transition Planning - Analysing new roles created by ERP implementation
- Redesigning job descriptions for automated workflows
- Managing role redundancies with sensitivity
- Planning career transition pathways for affected staff
- Working with HR on redeployment strategies
- Communicating role changes with transparency
- Supporting teams through functional realignments
- Redesigning performance metrics post-ERP
- Aligning incentives with new processes
- Documenting process ownership transitions
Module 10: Change Metrics and KPI Development - Defining leading and lagging change indicators
- Selecting KPIs for user adoption and proficiency
- Setting measurable targets for each phase
- Building executive dashboards for change progress
- Tracking login rates, transaction completion, and error trends
- Measuring training completion and knowledge retention
- Calculating ROI of change management activities
- Conducting regular KPI review meetings
- Gamifying progress tracking for teams
- Aligning change metrics with project governance
Module 11: Post-Go-Live Support and Hypercare Planning - Designing a structured hypercare support model
- Staffing the helpdesk with functional experts
- Creating rapid response protocols for critical issues
- Developing escalation matrices and contact trees
- Running daily stand-up meetings during peak support
- Managing user frustration and fatigue post-go-live
- Collecting and prioritising user feedback
- Using support logs to identify systemic issues
- Planning for the transition from hypercare to BAU
- Measuring time-to-resolution and support efficiency
Module 12: Sustainable Adoption and Continuous Improvement - Embedding change into daily operations
- Conducting post-implementation reviews
- Identifying opportunities for process optimisation
- Creating a continuous improvement feedback loop
- Integrating user suggestions into roadmap planning
- Hosting regular user community meetings
- Recognising and celebrating adoption milestones
- Updating training materials based on usage data
- Monitoring long-term user satisfaction
- Preparing for future ERP upgrades or modules
Module 13: Governance, Reporting, and Executive Alignment - Establishing an ERP change governance committee
- Defining reporting cadence and content
- Preparing board-ready status updates
- Presenting change metrics to executives
- Integrating change reporting with project management tools
- Managing competing priorities in steering meetings
- Aligning change strategy with financial objectives
- Justifying change budget requests with evidence
- Navigating political dynamics in leadership teams
- Securing ongoing sponsorship beyond go-live
Module 14: Global and Cultural Considerations - Adapting change strategies for regional cultures
- Managing time zone and language differences
- Localising communication and training content
- Engaging country-specific leadership teams
- Understanding legal and labour implications by region
- Running virtual town halls with global teams
- Creating centralised change standards with local flexibility
- Building cultural intelligence into change network design
- Handling religious or national holidays in planning
- Using regional champions to enhance credibility
Module 15: Integration with Project Management Methodologies - Aligning change plans with PMO timelines
- Integrating change tasks into project schedules
- Using Agile, Waterfall, and hybrid frameworks effectively
- Mapping change milestones to project gates
- Coordinating with system integrators and consultants
- Managing change within accelerated ERP timelines
- Ensuring change deliverables meet gate criteria
- Participating in risk and issue log reviews
- Aligning budget cycles with change activities
- Ensuring change is included in RAID logs
Module 16: Certification, Next Steps, and Career Advancement - Reviewing key concepts for mastery
- Completing the final change strategy assessment
- Submitting your project for feedback
- Earning your Certificate of Completion issued by The Art of Service
- Understanding certification validity and verification
- Adding certification to LinkedIn and professional profiles
- Using your new skills in performance reviews
- Becoming a go-to change expert in your organisation
- Pursuing advanced roles in transformation leadership
- Accessing alumni resources and ongoing updates
- Scoring readiness across people, process, and technology dimensions
- Conducting baseline capability assessments
- Using diagnostic tools to identify capability gaps
- Measuring pre-implementation change fatigue
- Assessing digital literacy across user groups
- Creating departmental readiness dashboards
- Integrating assessment data into project planning
- Setting realistic timelines based on readiness levels
- Using benchmarking data from industry peers
- Reporting readiness status to steering committees
Module 4: Change Impact Analysis Framework - Conducting process-level impact assessments
- Analysing role changes for key user personas
- Mapping job function evolution post-ERP
- Identifying critical touchpoints in daily workflows
- Quantifying the volume of change per role
- Translating technical changes into employee benefits
- Creating impact summaries for leadership review
- Integrating impact data into training design
- Using heat maps to prioritise high-impact changes
- Documenting changes for audit and compliance
Module 5: Communication Strategy Development - Designing a multi-channel ERP communication plan
- Crafting compelling change narratives
- Writing role-specific messages for different audiences
- Timing announcements to match project phases
- Creating leadership talking points and Q&A documents
- Developing visual change journey timelines
- Using intranet, email, and digital signage effectively
- Managing rumours and misinformation
- Conducting pre-communication testing
- Measuring message clarity and retention
Module 6: Training Needs Analysis and Learning Design - Conducting a comprehensive training gap analysis
- Defining learning outcomes by role and function
- Classifying users by proficiency and frequency of use
- Building role-based training matrices
- Selecting delivery methods based on user needs
- Integrating Just-in-Time learning resources
- Developing microlearning content for ERP tasks
- Creating contextual help and job aids
- Designing simulations and workflow walkthroughs
- Aligning training with system testing cycles
Module 7: Change Network Design and Activation - Structuring a multi-tier change network
- Selecting and onboarding change champions
- Defining clear roles and responsibilities
- Developing champion training and support materials
- Creating escalation paths for issue resolution
- Building reporting mechanisms for network activity
- Recognising and rewarding network contributions
- Integrating champions into testing and validation
- Managing turnover in the change network
- Scaling the network for global rollouts
Module 8: Resistance Management and Conflict Resolution - Identifying types of resistance: passive, active, structural
- Using empathy mapping to understand concerns
- Applying active listening techniques in change conversations
- Conducting one-on-one resistance interviews
- Facilitating small group dialogue sessions
- Developing targeted interventions for high-resistance areas
- Using data to counter emotional objections
- Escalating issues without creating blame
- Maintaining momentum during cultural pushback
- Documenting resolution actions for audit purposes
Module 9: Organisational Design and Role Transition Planning - Analysing new roles created by ERP implementation
- Redesigning job descriptions for automated workflows
- Managing role redundancies with sensitivity
- Planning career transition pathways for affected staff
- Working with HR on redeployment strategies
- Communicating role changes with transparency
- Supporting teams through functional realignments
- Redesigning performance metrics post-ERP
- Aligning incentives with new processes
- Documenting process ownership transitions
Module 10: Change Metrics and KPI Development - Defining leading and lagging change indicators
- Selecting KPIs for user adoption and proficiency
- Setting measurable targets for each phase
- Building executive dashboards for change progress
- Tracking login rates, transaction completion, and error trends
- Measuring training completion and knowledge retention
- Calculating ROI of change management activities
- Conducting regular KPI review meetings
- Gamifying progress tracking for teams
- Aligning change metrics with project governance
Module 11: Post-Go-Live Support and Hypercare Planning - Designing a structured hypercare support model
- Staffing the helpdesk with functional experts
- Creating rapid response protocols for critical issues
- Developing escalation matrices and contact trees
- Running daily stand-up meetings during peak support
- Managing user frustration and fatigue post-go-live
- Collecting and prioritising user feedback
- Using support logs to identify systemic issues
- Planning for the transition from hypercare to BAU
- Measuring time-to-resolution and support efficiency
Module 12: Sustainable Adoption and Continuous Improvement - Embedding change into daily operations
- Conducting post-implementation reviews
- Identifying opportunities for process optimisation
- Creating a continuous improvement feedback loop
- Integrating user suggestions into roadmap planning
- Hosting regular user community meetings
- Recognising and celebrating adoption milestones
- Updating training materials based on usage data
- Monitoring long-term user satisfaction
- Preparing for future ERP upgrades or modules
Module 13: Governance, Reporting, and Executive Alignment - Establishing an ERP change governance committee
- Defining reporting cadence and content
- Preparing board-ready status updates
- Presenting change metrics to executives
- Integrating change reporting with project management tools
- Managing competing priorities in steering meetings
- Aligning change strategy with financial objectives
- Justifying change budget requests with evidence
- Navigating political dynamics in leadership teams
- Securing ongoing sponsorship beyond go-live
Module 14: Global and Cultural Considerations - Adapting change strategies for regional cultures
- Managing time zone and language differences
- Localising communication and training content
- Engaging country-specific leadership teams
- Understanding legal and labour implications by region
- Running virtual town halls with global teams
- Creating centralised change standards with local flexibility
- Building cultural intelligence into change network design
- Handling religious or national holidays in planning
- Using regional champions to enhance credibility
Module 15: Integration with Project Management Methodologies - Aligning change plans with PMO timelines
- Integrating change tasks into project schedules
- Using Agile, Waterfall, and hybrid frameworks effectively
- Mapping change milestones to project gates
- Coordinating with system integrators and consultants
- Managing change within accelerated ERP timelines
- Ensuring change deliverables meet gate criteria
- Participating in risk and issue log reviews
- Aligning budget cycles with change activities
- Ensuring change is included in RAID logs
Module 16: Certification, Next Steps, and Career Advancement - Reviewing key concepts for mastery
- Completing the final change strategy assessment
- Submitting your project for feedback
- Earning your Certificate of Completion issued by The Art of Service
- Understanding certification validity and verification
- Adding certification to LinkedIn and professional profiles
- Using your new skills in performance reviews
- Becoming a go-to change expert in your organisation
- Pursuing advanced roles in transformation leadership
- Accessing alumni resources and ongoing updates
- Designing a multi-channel ERP communication plan
- Crafting compelling change narratives
- Writing role-specific messages for different audiences
- Timing announcements to match project phases
- Creating leadership talking points and Q&A documents
- Developing visual change journey timelines
- Using intranet, email, and digital signage effectively
- Managing rumours and misinformation
- Conducting pre-communication testing
- Measuring message clarity and retention
Module 6: Training Needs Analysis and Learning Design - Conducting a comprehensive training gap analysis
- Defining learning outcomes by role and function
- Classifying users by proficiency and frequency of use
- Building role-based training matrices
- Selecting delivery methods based on user needs
- Integrating Just-in-Time learning resources
- Developing microlearning content for ERP tasks
- Creating contextual help and job aids
- Designing simulations and workflow walkthroughs
- Aligning training with system testing cycles
Module 7: Change Network Design and Activation - Structuring a multi-tier change network
- Selecting and onboarding change champions
- Defining clear roles and responsibilities
- Developing champion training and support materials
- Creating escalation paths for issue resolution
- Building reporting mechanisms for network activity
- Recognising and rewarding network contributions
- Integrating champions into testing and validation
- Managing turnover in the change network
- Scaling the network for global rollouts
Module 8: Resistance Management and Conflict Resolution - Identifying types of resistance: passive, active, structural
- Using empathy mapping to understand concerns
- Applying active listening techniques in change conversations
- Conducting one-on-one resistance interviews
- Facilitating small group dialogue sessions
- Developing targeted interventions for high-resistance areas
- Using data to counter emotional objections
- Escalating issues without creating blame
- Maintaining momentum during cultural pushback
- Documenting resolution actions for audit purposes
Module 9: Organisational Design and Role Transition Planning - Analysing new roles created by ERP implementation
- Redesigning job descriptions for automated workflows
- Managing role redundancies with sensitivity
- Planning career transition pathways for affected staff
- Working with HR on redeployment strategies
- Communicating role changes with transparency
- Supporting teams through functional realignments
- Redesigning performance metrics post-ERP
- Aligning incentives with new processes
- Documenting process ownership transitions
Module 10: Change Metrics and KPI Development - Defining leading and lagging change indicators
- Selecting KPIs for user adoption and proficiency
- Setting measurable targets for each phase
- Building executive dashboards for change progress
- Tracking login rates, transaction completion, and error trends
- Measuring training completion and knowledge retention
- Calculating ROI of change management activities
- Conducting regular KPI review meetings
- Gamifying progress tracking for teams
- Aligning change metrics with project governance
Module 11: Post-Go-Live Support and Hypercare Planning - Designing a structured hypercare support model
- Staffing the helpdesk with functional experts
- Creating rapid response protocols for critical issues
- Developing escalation matrices and contact trees
- Running daily stand-up meetings during peak support
- Managing user frustration and fatigue post-go-live
- Collecting and prioritising user feedback
- Using support logs to identify systemic issues
- Planning for the transition from hypercare to BAU
- Measuring time-to-resolution and support efficiency
Module 12: Sustainable Adoption and Continuous Improvement - Embedding change into daily operations
- Conducting post-implementation reviews
- Identifying opportunities for process optimisation
- Creating a continuous improvement feedback loop
- Integrating user suggestions into roadmap planning
- Hosting regular user community meetings
- Recognising and celebrating adoption milestones
- Updating training materials based on usage data
- Monitoring long-term user satisfaction
- Preparing for future ERP upgrades or modules
Module 13: Governance, Reporting, and Executive Alignment - Establishing an ERP change governance committee
- Defining reporting cadence and content
- Preparing board-ready status updates
- Presenting change metrics to executives
- Integrating change reporting with project management tools
- Managing competing priorities in steering meetings
- Aligning change strategy with financial objectives
- Justifying change budget requests with evidence
- Navigating political dynamics in leadership teams
- Securing ongoing sponsorship beyond go-live
Module 14: Global and Cultural Considerations - Adapting change strategies for regional cultures
- Managing time zone and language differences
- Localising communication and training content
- Engaging country-specific leadership teams
- Understanding legal and labour implications by region
- Running virtual town halls with global teams
- Creating centralised change standards with local flexibility
- Building cultural intelligence into change network design
- Handling religious or national holidays in planning
- Using regional champions to enhance credibility
Module 15: Integration with Project Management Methodologies - Aligning change plans with PMO timelines
- Integrating change tasks into project schedules
- Using Agile, Waterfall, and hybrid frameworks effectively
- Mapping change milestones to project gates
- Coordinating with system integrators and consultants
- Managing change within accelerated ERP timelines
- Ensuring change deliverables meet gate criteria
- Participating in risk and issue log reviews
- Aligning budget cycles with change activities
- Ensuring change is included in RAID logs
Module 16: Certification, Next Steps, and Career Advancement - Reviewing key concepts for mastery
- Completing the final change strategy assessment
- Submitting your project for feedback
- Earning your Certificate of Completion issued by The Art of Service
- Understanding certification validity and verification
- Adding certification to LinkedIn and professional profiles
- Using your new skills in performance reviews
- Becoming a go-to change expert in your organisation
- Pursuing advanced roles in transformation leadership
- Accessing alumni resources and ongoing updates
- Structuring a multi-tier change network
- Selecting and onboarding change champions
- Defining clear roles and responsibilities
- Developing champion training and support materials
- Creating escalation paths for issue resolution
- Building reporting mechanisms for network activity
- Recognising and rewarding network contributions
- Integrating champions into testing and validation
- Managing turnover in the change network
- Scaling the network for global rollouts
Module 8: Resistance Management and Conflict Resolution - Identifying types of resistance: passive, active, structural
- Using empathy mapping to understand concerns
- Applying active listening techniques in change conversations
- Conducting one-on-one resistance interviews
- Facilitating small group dialogue sessions
- Developing targeted interventions for high-resistance areas
- Using data to counter emotional objections
- Escalating issues without creating blame
- Maintaining momentum during cultural pushback
- Documenting resolution actions for audit purposes
Module 9: Organisational Design and Role Transition Planning - Analysing new roles created by ERP implementation
- Redesigning job descriptions for automated workflows
- Managing role redundancies with sensitivity
- Planning career transition pathways for affected staff
- Working with HR on redeployment strategies
- Communicating role changes with transparency
- Supporting teams through functional realignments
- Redesigning performance metrics post-ERP
- Aligning incentives with new processes
- Documenting process ownership transitions
Module 10: Change Metrics and KPI Development - Defining leading and lagging change indicators
- Selecting KPIs for user adoption and proficiency
- Setting measurable targets for each phase
- Building executive dashboards for change progress
- Tracking login rates, transaction completion, and error trends
- Measuring training completion and knowledge retention
- Calculating ROI of change management activities
- Conducting regular KPI review meetings
- Gamifying progress tracking for teams
- Aligning change metrics with project governance
Module 11: Post-Go-Live Support and Hypercare Planning - Designing a structured hypercare support model
- Staffing the helpdesk with functional experts
- Creating rapid response protocols for critical issues
- Developing escalation matrices and contact trees
- Running daily stand-up meetings during peak support
- Managing user frustration and fatigue post-go-live
- Collecting and prioritising user feedback
- Using support logs to identify systemic issues
- Planning for the transition from hypercare to BAU
- Measuring time-to-resolution and support efficiency
Module 12: Sustainable Adoption and Continuous Improvement - Embedding change into daily operations
- Conducting post-implementation reviews
- Identifying opportunities for process optimisation
- Creating a continuous improvement feedback loop
- Integrating user suggestions into roadmap planning
- Hosting regular user community meetings
- Recognising and celebrating adoption milestones
- Updating training materials based on usage data
- Monitoring long-term user satisfaction
- Preparing for future ERP upgrades or modules
Module 13: Governance, Reporting, and Executive Alignment - Establishing an ERP change governance committee
- Defining reporting cadence and content
- Preparing board-ready status updates
- Presenting change metrics to executives
- Integrating change reporting with project management tools
- Managing competing priorities in steering meetings
- Aligning change strategy with financial objectives
- Justifying change budget requests with evidence
- Navigating political dynamics in leadership teams
- Securing ongoing sponsorship beyond go-live
Module 14: Global and Cultural Considerations - Adapting change strategies for regional cultures
- Managing time zone and language differences
- Localising communication and training content
- Engaging country-specific leadership teams
- Understanding legal and labour implications by region
- Running virtual town halls with global teams
- Creating centralised change standards with local flexibility
- Building cultural intelligence into change network design
- Handling religious or national holidays in planning
- Using regional champions to enhance credibility
Module 15: Integration with Project Management Methodologies - Aligning change plans with PMO timelines
- Integrating change tasks into project schedules
- Using Agile, Waterfall, and hybrid frameworks effectively
- Mapping change milestones to project gates
- Coordinating with system integrators and consultants
- Managing change within accelerated ERP timelines
- Ensuring change deliverables meet gate criteria
- Participating in risk and issue log reviews
- Aligning budget cycles with change activities
- Ensuring change is included in RAID logs
Module 16: Certification, Next Steps, and Career Advancement - Reviewing key concepts for mastery
- Completing the final change strategy assessment
- Submitting your project for feedback
- Earning your Certificate of Completion issued by The Art of Service
- Understanding certification validity and verification
- Adding certification to LinkedIn and professional profiles
- Using your new skills in performance reviews
- Becoming a go-to change expert in your organisation
- Pursuing advanced roles in transformation leadership
- Accessing alumni resources and ongoing updates
- Analysing new roles created by ERP implementation
- Redesigning job descriptions for automated workflows
- Managing role redundancies with sensitivity
- Planning career transition pathways for affected staff
- Working with HR on redeployment strategies
- Communicating role changes with transparency
- Supporting teams through functional realignments
- Redesigning performance metrics post-ERP
- Aligning incentives with new processes
- Documenting process ownership transitions
Module 10: Change Metrics and KPI Development - Defining leading and lagging change indicators
- Selecting KPIs for user adoption and proficiency
- Setting measurable targets for each phase
- Building executive dashboards for change progress
- Tracking login rates, transaction completion, and error trends
- Measuring training completion and knowledge retention
- Calculating ROI of change management activities
- Conducting regular KPI review meetings
- Gamifying progress tracking for teams
- Aligning change metrics with project governance
Module 11: Post-Go-Live Support and Hypercare Planning - Designing a structured hypercare support model
- Staffing the helpdesk with functional experts
- Creating rapid response protocols for critical issues
- Developing escalation matrices and contact trees
- Running daily stand-up meetings during peak support
- Managing user frustration and fatigue post-go-live
- Collecting and prioritising user feedback
- Using support logs to identify systemic issues
- Planning for the transition from hypercare to BAU
- Measuring time-to-resolution and support efficiency
Module 12: Sustainable Adoption and Continuous Improvement - Embedding change into daily operations
- Conducting post-implementation reviews
- Identifying opportunities for process optimisation
- Creating a continuous improvement feedback loop
- Integrating user suggestions into roadmap planning
- Hosting regular user community meetings
- Recognising and celebrating adoption milestones
- Updating training materials based on usage data
- Monitoring long-term user satisfaction
- Preparing for future ERP upgrades or modules
Module 13: Governance, Reporting, and Executive Alignment - Establishing an ERP change governance committee
- Defining reporting cadence and content
- Preparing board-ready status updates
- Presenting change metrics to executives
- Integrating change reporting with project management tools
- Managing competing priorities in steering meetings
- Aligning change strategy with financial objectives
- Justifying change budget requests with evidence
- Navigating political dynamics in leadership teams
- Securing ongoing sponsorship beyond go-live
Module 14: Global and Cultural Considerations - Adapting change strategies for regional cultures
- Managing time zone and language differences
- Localising communication and training content
- Engaging country-specific leadership teams
- Understanding legal and labour implications by region
- Running virtual town halls with global teams
- Creating centralised change standards with local flexibility
- Building cultural intelligence into change network design
- Handling religious or national holidays in planning
- Using regional champions to enhance credibility
Module 15: Integration with Project Management Methodologies - Aligning change plans with PMO timelines
- Integrating change tasks into project schedules
- Using Agile, Waterfall, and hybrid frameworks effectively
- Mapping change milestones to project gates
- Coordinating with system integrators and consultants
- Managing change within accelerated ERP timelines
- Ensuring change deliverables meet gate criteria
- Participating in risk and issue log reviews
- Aligning budget cycles with change activities
- Ensuring change is included in RAID logs
Module 16: Certification, Next Steps, and Career Advancement - Reviewing key concepts for mastery
- Completing the final change strategy assessment
- Submitting your project for feedback
- Earning your Certificate of Completion issued by The Art of Service
- Understanding certification validity and verification
- Adding certification to LinkedIn and professional profiles
- Using your new skills in performance reviews
- Becoming a go-to change expert in your organisation
- Pursuing advanced roles in transformation leadership
- Accessing alumni resources and ongoing updates
- Designing a structured hypercare support model
- Staffing the helpdesk with functional experts
- Creating rapid response protocols for critical issues
- Developing escalation matrices and contact trees
- Running daily stand-up meetings during peak support
- Managing user frustration and fatigue post-go-live
- Collecting and prioritising user feedback
- Using support logs to identify systemic issues
- Planning for the transition from hypercare to BAU
- Measuring time-to-resolution and support efficiency
Module 12: Sustainable Adoption and Continuous Improvement - Embedding change into daily operations
- Conducting post-implementation reviews
- Identifying opportunities for process optimisation
- Creating a continuous improvement feedback loop
- Integrating user suggestions into roadmap planning
- Hosting regular user community meetings
- Recognising and celebrating adoption milestones
- Updating training materials based on usage data
- Monitoring long-term user satisfaction
- Preparing for future ERP upgrades or modules
Module 13: Governance, Reporting, and Executive Alignment - Establishing an ERP change governance committee
- Defining reporting cadence and content
- Preparing board-ready status updates
- Presenting change metrics to executives
- Integrating change reporting with project management tools
- Managing competing priorities in steering meetings
- Aligning change strategy with financial objectives
- Justifying change budget requests with evidence
- Navigating political dynamics in leadership teams
- Securing ongoing sponsorship beyond go-live
Module 14: Global and Cultural Considerations - Adapting change strategies for regional cultures
- Managing time zone and language differences
- Localising communication and training content
- Engaging country-specific leadership teams
- Understanding legal and labour implications by region
- Running virtual town halls with global teams
- Creating centralised change standards with local flexibility
- Building cultural intelligence into change network design
- Handling religious or national holidays in planning
- Using regional champions to enhance credibility
Module 15: Integration with Project Management Methodologies - Aligning change plans with PMO timelines
- Integrating change tasks into project schedules
- Using Agile, Waterfall, and hybrid frameworks effectively
- Mapping change milestones to project gates
- Coordinating with system integrators and consultants
- Managing change within accelerated ERP timelines
- Ensuring change deliverables meet gate criteria
- Participating in risk and issue log reviews
- Aligning budget cycles with change activities
- Ensuring change is included in RAID logs
Module 16: Certification, Next Steps, and Career Advancement - Reviewing key concepts for mastery
- Completing the final change strategy assessment
- Submitting your project for feedback
- Earning your Certificate of Completion issued by The Art of Service
- Understanding certification validity and verification
- Adding certification to LinkedIn and professional profiles
- Using your new skills in performance reviews
- Becoming a go-to change expert in your organisation
- Pursuing advanced roles in transformation leadership
- Accessing alumni resources and ongoing updates
- Establishing an ERP change governance committee
- Defining reporting cadence and content
- Preparing board-ready status updates
- Presenting change metrics to executives
- Integrating change reporting with project management tools
- Managing competing priorities in steering meetings
- Aligning change strategy with financial objectives
- Justifying change budget requests with evidence
- Navigating political dynamics in leadership teams
- Securing ongoing sponsorship beyond go-live
Module 14: Global and Cultural Considerations - Adapting change strategies for regional cultures
- Managing time zone and language differences
- Localising communication and training content
- Engaging country-specific leadership teams
- Understanding legal and labour implications by region
- Running virtual town halls with global teams
- Creating centralised change standards with local flexibility
- Building cultural intelligence into change network design
- Handling religious or national holidays in planning
- Using regional champions to enhance credibility
Module 15: Integration with Project Management Methodologies - Aligning change plans with PMO timelines
- Integrating change tasks into project schedules
- Using Agile, Waterfall, and hybrid frameworks effectively
- Mapping change milestones to project gates
- Coordinating with system integrators and consultants
- Managing change within accelerated ERP timelines
- Ensuring change deliverables meet gate criteria
- Participating in risk and issue log reviews
- Aligning budget cycles with change activities
- Ensuring change is included in RAID logs
Module 16: Certification, Next Steps, and Career Advancement - Reviewing key concepts for mastery
- Completing the final change strategy assessment
- Submitting your project for feedback
- Earning your Certificate of Completion issued by The Art of Service
- Understanding certification validity and verification
- Adding certification to LinkedIn and professional profiles
- Using your new skills in performance reviews
- Becoming a go-to change expert in your organisation
- Pursuing advanced roles in transformation leadership
- Accessing alumni resources and ongoing updates
- Aligning change plans with PMO timelines
- Integrating change tasks into project schedules
- Using Agile, Waterfall, and hybrid frameworks effectively
- Mapping change milestones to project gates
- Coordinating with system integrators and consultants
- Managing change within accelerated ERP timelines
- Ensuring change deliverables meet gate criteria
- Participating in risk and issue log reviews
- Aligning budget cycles with change activities
- Ensuring change is included in RAID logs