Introducing the ultimate solution for all your ERP project management needs - the ERP Project Manage in Change Management Knowledge Base!
Say goodbye to confusion and chaos in your project management process and hello to efficiency and success.
With our dataset of 1524 prioritized requirements, solutions, benefits, results, and real-life case studies, you have everything you need to effectively manage any project with ease.
Our knowledge base is specifically designed to help professionals like you navigate the complex world of change management.
Whether you are a small business owner or a large corporation, this product is perfect for you.
What sets our ERP Project Manage in Change Management apart from other alternatives and competitors? We have done extensive research to ensure that our knowledge base covers all crucial aspects of project management with a focus on urgency and scope.
This comprehensive dataset is unmatched in its quality and breadth, making it the go-to product for businesses looking to streamline their project management processes.
But that′s not all, our product is also user-friendly and affordable, making it a convenient option for those who prefer a DIY approach.
You can easily access detailed specifications and overviews of the product, along with comparisons to other semi-related products to make an informed decision.
So why wait? Upgrade your project management game with the ERP Project Manage in Change Management Knowledge Base today!
Experience the numerous benefits it offers, including improved efficiency, better organization, and higher success rates.
Plus, businesses of all sizes can benefit from this cost-effective solution.
Not convinced yet? The product also comes with a list of pros and cons to help you make an informed decision.
In summary, our ERP Project Manage in Change Management dataset is the must-have tool for every business looking to excel in project management.
With its easy accessibility, affordability, and comprehensive coverage, we guarantee that you won′t find a better alternative.
Don′t let inefficiency hold you back any longer, invest in the ERP Project Manage in Change Management Knowledge Base and watch your projects thrive!
How should organizations approach the change management strategy to manage people problems that usually cause many mishaps and are the main reason of failure in ERP implementation project?
ERP Project Manage
Organizations should approach change management by involving all stakeholders, communicating effectively, and providing training to ensure smooth adoption and minimize resistance during an ERP project.
1. Communicate early and often: Regular communication with stakeholders ensures buy-in and reduces resistance.
2. Involve employees in planning: Involving employees in the planning process increases their ownership and adoption of the change.
3. Identify and address potential barriers: Identifying and addressing potential barriers can prevent mishaps and increase success.
4. Provide training and support: Proper training and support for employees help them adapt to the new processes and systems.
5. Monitor progress and address issues: Constantly monitoring progress allows for timely identification and resolution of any issues that arise.
6. Foster a positive culture: Creating a positive and supportive culture can encourage employees to embrace change.
7. Celebrate successes: Recognizing and celebrating successes can boost morale and motivate employees to continue adapting to the changes.
8. Offer incentives: Providing incentives can encourage employees to actively participate in the change management process.
9. Encourage feedback: Encouraging and acting on feedback from employees can improve the overall effectiveness of the change management strategy.
10. Continually assess and adjust: Continuously assessing and adjusting the change management strategy based on feedback and progress can lead to a more successful implementation.
CONTROL QUESTION: How should organizations approach the change management strategy to manage people problems that usually cause many mishaps and are the main reason of failure in ERP implementation project?
Big Hairy Audacious Goal (BHAG) for 10 years from now:
The big hairy audacious goal for ERP Project Management 10 years from now is to successfully implement a complex and comprehensive ERP system within a large organization, resulting in increased efficiency, productivity, and profitability for the company.
To achieve this goal, organizations need to approach change management strategy in a proactive and comprehensive manner. The following steps can be followed to manage people problems and prevent mishaps in ERP implementation:
1. Develop a clear and compelling vision: The first step is to clearly communicate the vision and benefits of the ERP implementation to all stakeholders in the organization. This will help create buy-in and support for the change.
2. Create a change management team: The organization should form a dedicated team to lead the change management process. This team should consist of individuals from different departments and levels of hierarchy to ensure representation and involvement of all stakeholders.
3. Conduct a thorough impact analysis: Before implementing an ERP system, the organization should conduct a thorough impact analysis to identify potential risks and challenges that may arise during the implementation process. This will help the team prepare for any potential pitfalls and address them proactively.
4. Provide proper training and support: Employee resistance is one of the main reasons for failure in ERP implementation. To overcome this, organizations should provide comprehensive training and support to employees at all levels. This will help them understand the new system and adapt to changes more easily.
5. Communicate regularly and transparently: Regular communication with all stakeholders is crucial to managing people problems during a change. Organizations should keep employees informed about the progress of the implementation, address any concerns or questions, and be transparent about any changes or challenges that may occur.
6. Involve employees in the process: Employees should be involved in the decision-making process and their feedback should be considered. This will make them feel valued and increase their commitment to the change.
7. Monitor and measure progress: It is important to continuously monitor and measure the progress of the ERP implementation. This will help identify any issues and address them in a timely manner.
8. Celebrate successes and learn from failures: Acknowledging and celebrating small victories during the implementation process can help boost morale and motivation. In case of failures, it is important to learn from them and make necessary changes for the future.
In conclusion, a successful ERP implementation hinges on an effective change management strategy. By following these steps, organizations can manage people problems and ensure the success of their ERP projects 10 years from now.
"The continuous learning capabilities of the dataset are impressive. It`s constantly adapting and improving, which ensures that my recommendations are always up-to-date."
Case Study: Implementing a Change Management Strategy for a Successful ERP Project
Synopsis:
ABC Corporation, a large manufacturing company, has decided to implement an Enterprise Resource Planning (ERP) system to streamline their business processes and increase efficiency. The leadership team at ABC Corporation understands the importance of proper planning and implementation for successful ERP adoption. However, they are also aware that people-related issues can significantly impact the project′s success. They have experienced failed ERP implementations in the past due to resistance from employees, lack of user training, and inadequate change management strategies. Therefore, they want to ensure that their ERP project has a solid change management strategy in place to manage people-related problems effectively.
Consulting Methodology:
To develop the change management strategy, our consulting team followed a structured and proven approach. The methodology consisted of the following key steps:
1. Analyzing the current state: The initial step was to assess the current state of the organization, including its culture, structure, and processes. This analysis helped us understand the company′s readiness for change and identify potential roadblocks to the ERP project′s success.
2. Defining the desired state: We worked closely with the leadership team to define the organization′s desired state after the ERP implementation. This included identifying the key objectives and expected benefits of the new ERP system.
3. Conducting stakeholder analysis: We identified all the stakeholders and their roles in the ERP project. This step was crucial to understand the level of impact and influence each stakeholder had on the project′s success.
4. Identifying risks and challenges: We conducted a risk assessment to identify potential risks and challenges that could impact the ERP project′s success. This included people-related risks such as resistance to change, lack of user buy-in, and inadequate training.
5. Developing the change management plan: Based on our analysis and findings, we developed a comprehensive change management plan to address the identified risks and challenges. The plan included specific strategies and tactics to manage people-related issues and facilitate a smooth transition to the new ERP system.
Deliverables:
The key deliverables of this consulting project were as follows:
1. Change management strategy: This document outlined the overall approach and steps to manage people-related issues during the ERP implementation.
2. Training plan: We developed a detailed training plan to ensure that all employees received adequate training on the new system.
3. Communication plan: Our team created a communication plan to keep all stakeholders informed and engaged throughout the ERP implementation process.
4. Resistance management plan: We developed a plan to identify and address any resistance to change among employees.
5. User adoption plan: To ensure a successful implementation, we designed a user adoption plan to promote user buy-in and increase user satisfaction with the new system.
Implementation Challenges:
The primary challenges our consulting team faced during the implementation of the change management strategy were as follows:
1. Resistance to change: One of the significant challenges was to manage the resistance to change among employees. Many employees were comfortable with the current processes and systems and were reluctant to adopt the new ERP system.
2. Lack of buy-in from top-level management: Despite understanding the importance of a change management strategy, some members of the top-level management were resistant to change. This caused confusion and delays in decision-making, ultimately impacting the project′s timeline.
3. Limited resources for training: The organization had a limited budget and resources for training employees on the new ERP system. This made it challenging to provide comprehensive training to all employees.
KPIs:
To measure the success of the change management strategy, we defined the following key performance indicators (KPIs):
1. User satisfaction: We conducted surveys to measure user satisfaction with the new ERP system, post-implementation. A high level of user satisfaction indicated the success of the change management strategy.
2. Employee engagement: We tracked employee engagement levels through surveys and feedback sessions. Effective change management would result in increased employee engagement with the new system.
3. Time to adapt: We measured the time taken by employees to adapt to the new system. A shorter time frame indicated better user buy-in and successful change management.
Management Considerations:
To ensure the success of the change management strategy, the following key considerations were essential:
1. Top-level management support: The leadership team′s support is crucial for the success of the change management strategy. They must lead by example and demonstrate their commitment to the project.
2. Communication: Effective communication is critical when managing people-related issues. The organization must communicate all updates and changes related to the ERP implementation to employees promptly.
3. User involvement: Involving employees in the ERP implementation process increases their buy-in and helps them understand the benefits of the new system better.
4. Post-implementation support: Post-implementation support plays a crucial role in the success of the ERP project. The organization must continue to provide support and training to employees after the go-live to ensure a smooth transition.
Conclusion:
In conclusion, organizations must understand that the success of an ERP project depends not only on the technical aspects but also on how well they manage the people-related issues. Without a solid change management strategy, organizations are likely to face many challenges during the implementation process. By following a structured approach and considering key management considerations, organizations can mitigate the risks associated with people-related problems and ensure a successful ERP project.
Say goodbye to confusion and chaos in your project management process and hello to efficiency and success.
With our dataset of 1524 prioritized requirements, solutions, benefits, results, and real-life case studies, you have everything you need to effectively manage any project with ease.
Our knowledge base is specifically designed to help professionals like you navigate the complex world of change management.
Whether you are a small business owner or a large corporation, this product is perfect for you.
What sets our ERP Project Manage in Change Management apart from other alternatives and competitors? We have done extensive research to ensure that our knowledge base covers all crucial aspects of project management with a focus on urgency and scope.
This comprehensive dataset is unmatched in its quality and breadth, making it the go-to product for businesses looking to streamline their project management processes.
But that′s not all, our product is also user-friendly and affordable, making it a convenient option for those who prefer a DIY approach.
You can easily access detailed specifications and overviews of the product, along with comparisons to other semi-related products to make an informed decision.
So why wait? Upgrade your project management game with the ERP Project Manage in Change Management Knowledge Base today!
Experience the numerous benefits it offers, including improved efficiency, better organization, and higher success rates.
Plus, businesses of all sizes can benefit from this cost-effective solution.
Not convinced yet? The product also comes with a list of pros and cons to help you make an informed decision.
In summary, our ERP Project Manage in Change Management dataset is the must-have tool for every business looking to excel in project management.
With its easy accessibility, affordability, and comprehensive coverage, we guarantee that you won′t find a better alternative.
Don′t let inefficiency hold you back any longer, invest in the ERP Project Manage in Change Management Knowledge Base and watch your projects thrive!
Discover Insights, Make Informed Decisions, and Stay Ahead of the Curve:
Key Features:
Comprehensive set of 1524 prioritized ERP Project Manage requirements. - Extensive coverage of 192 ERP Project Manage topic scopes.
- In-depth analysis of 192 ERP Project Manage step-by-step solutions, benefits, BHAGs.
- Detailed examination of 192 ERP Project Manage case studies and use cases.
- Digital download upon purchase.
- Enjoy lifetime document updates included with your purchase.
- Benefit from a fully editable and customizable Excel format.
- Trusted and utilized by over 10,000 organizations.
- Covering: ERP Project Manage, Communications Plan, Change Management Culture, Creative Thinking, Software Testing, Employee Engagement, Project Management, Change Impact Matrix, Resilience Strategy, Employee Productivity Employee Satisfaction, Change And Release Management, Change Review, Change Plan, Behavioral Change, Government Project Management, Change Implementation, Risk Management, Organizational Adaptation, Talent Development, Implementation Challenges, Performance Metrics, Change Strategy, Sustainability Governance, AI Accountability, Operational Success, CMDB Integration, Operational disruption, Mentorship Program, Organizational Redesign, Change Coaching, Procurement Process, Change Procedures, Change Assessment, Change Control Board, Change Management Office, Lean Management, Six Sigma, Continuous improvement Introduction, Change Sustainability, Technology Implementation, Change Governance, Deployment Approval, ITSM, Training Materials, Change Management Workflow, Project Team, Release Impact Analysis, Change Management Resources, Process Improvement Team, Change Competency, Change Resistance, Communication Techniques, Agile Stakeholder Management, Team Time Management, Management Consulting, Change Acceptance, Change Management User Adoption, Provisioning Automation, Cultural Change Management, Governance Structure, Change Audits, Change Impact, Change Lessons Learned, Change Navigation, Systems Review, Business Transformation, Risk Mitigation, Change Approval, Job Redesign, Gap Analysis, Change Initiatives, Change Contingency, Change Request, Cross Functional Teams, Change Monitoring, Supplier Quality, Management Systems, Change Management Methodology, Resistance Management, Vetting, Role Mapping, Process Improvement, IT Environment, Infrastructure Asset Management, Communication Channels, Effective Capacity Management, Communication Strategy, Information Technology, Stimulate Change, Stakeholder Buy In, DevOps, Change Champions, Fault Tolerance, Change Evaluation, Change Impact Assessment, Change Tools, Change Reinforcement, Change Toolkit, Deployment Approval Process, Employee Development, Cultural Shift, Change Readiness, Collective Alignment, Deployment Scheduling, Leadership Involvement, Workforce Productivity, Change Tracking, Resource Allocation, IPad Pro, Virtualization Techniques, Virtual Team Success, Transformation Plan, Organizational Transition, Change Management Model, Action Plan, Change Validation, Change Control Process, Skill Development, Change Management Adaptation, Change Steering Committee, IT Staffing, Recruitment Challenges, Budget Allocation, Project Management Software, Continuum Model, Master Data Management, Leadership Skills, Change Review Board, Policy Adjustment, Change Management Framework, Change Support, Impact Analysis, Technology Strategies, Change Planning, Organizational Culture, Change Management, Change Log, Change Feedback, Facilitating Change, Succession Planning, Adaptability Management, Customer Experience Marketing, Organizational Change, Alignment With Company Goals, Transition Roadmap, Change Documentation, Change Control, Change Empowerment, IT Service Continuity Management, Change Policies, Change Authorization, Organizational Transparency, Application Development, Customer Impact, Cybersecurity Risk Management, Critical Applications, Change Escalation, Regulatory Technology, Production Environment, Change Meetings, Supplier Service Review, Deployment Validation, Change Adoption, Communication Plan, Continuous Improvement, Climate Change Modeling, Change Reporting, Climate Resiliency, ERP Management Time, Change Agents, Corporate Climate, Change Agility, Keep Increasing, Legacy System Replacement, Culture Transformation, Innovation Mindset, ITIL Service Desk, Transition Management, Cloud Center of Excellence, Risk Assessment, Team Dynamics, Change Timeline, Recognition Systems, Knowledge Transfer, Policy Guidelines, Change Training, Change Process, Release Readiness, Business Process Redesign, New Roles, Automotive Industry, Leadership Development, Behavioral Adaptation, Service Desk Processes
ERP Project Manage Assessment Dataset - Utilization, Solutions, Advantages, BHAG (Big Hairy Audacious Goal):
ERP Project Manage
Organizations should approach change management by involving all stakeholders, communicating effectively, and providing training to ensure smooth adoption and minimize resistance during an ERP project.
1. Communicate early and often: Regular communication with stakeholders ensures buy-in and reduces resistance.
2. Involve employees in planning: Involving employees in the planning process increases their ownership and adoption of the change.
3. Identify and address potential barriers: Identifying and addressing potential barriers can prevent mishaps and increase success.
4. Provide training and support: Proper training and support for employees help them adapt to the new processes and systems.
5. Monitor progress and address issues: Constantly monitoring progress allows for timely identification and resolution of any issues that arise.
6. Foster a positive culture: Creating a positive and supportive culture can encourage employees to embrace change.
7. Celebrate successes: Recognizing and celebrating successes can boost morale and motivate employees to continue adapting to the changes.
8. Offer incentives: Providing incentives can encourage employees to actively participate in the change management process.
9. Encourage feedback: Encouraging and acting on feedback from employees can improve the overall effectiveness of the change management strategy.
10. Continually assess and adjust: Continuously assessing and adjusting the change management strategy based on feedback and progress can lead to a more successful implementation.
CONTROL QUESTION: How should organizations approach the change management strategy to manage people problems that usually cause many mishaps and are the main reason of failure in ERP implementation project?
Big Hairy Audacious Goal (BHAG) for 10 years from now:
The big hairy audacious goal for ERP Project Management 10 years from now is to successfully implement a complex and comprehensive ERP system within a large organization, resulting in increased efficiency, productivity, and profitability for the company.
To achieve this goal, organizations need to approach change management strategy in a proactive and comprehensive manner. The following steps can be followed to manage people problems and prevent mishaps in ERP implementation:
1. Develop a clear and compelling vision: The first step is to clearly communicate the vision and benefits of the ERP implementation to all stakeholders in the organization. This will help create buy-in and support for the change.
2. Create a change management team: The organization should form a dedicated team to lead the change management process. This team should consist of individuals from different departments and levels of hierarchy to ensure representation and involvement of all stakeholders.
3. Conduct a thorough impact analysis: Before implementing an ERP system, the organization should conduct a thorough impact analysis to identify potential risks and challenges that may arise during the implementation process. This will help the team prepare for any potential pitfalls and address them proactively.
4. Provide proper training and support: Employee resistance is one of the main reasons for failure in ERP implementation. To overcome this, organizations should provide comprehensive training and support to employees at all levels. This will help them understand the new system and adapt to changes more easily.
5. Communicate regularly and transparently: Regular communication with all stakeholders is crucial to managing people problems during a change. Organizations should keep employees informed about the progress of the implementation, address any concerns or questions, and be transparent about any changes or challenges that may occur.
6. Involve employees in the process: Employees should be involved in the decision-making process and their feedback should be considered. This will make them feel valued and increase their commitment to the change.
7. Monitor and measure progress: It is important to continuously monitor and measure the progress of the ERP implementation. This will help identify any issues and address them in a timely manner.
8. Celebrate successes and learn from failures: Acknowledging and celebrating small victories during the implementation process can help boost morale and motivation. In case of failures, it is important to learn from them and make necessary changes for the future.
In conclusion, a successful ERP implementation hinges on an effective change management strategy. By following these steps, organizations can manage people problems and ensure the success of their ERP projects 10 years from now.
Customer Testimonials:
"The continuous learning capabilities of the dataset are impressive. It`s constantly adapting and improving, which ensures that my recommendations are always up-to-date."
"This dataset has been a lifesaver for my research. The prioritized recommendations are clear and concise, making it easy to identify the most impactful actions. A must-have for anyone in the field!"
"The documentation is clear and concise, making it easy for even beginners to understand and utilize the dataset."
ERP Project Manage Case Study/Use Case example - How to use:
Case Study: Implementing a Change Management Strategy for a Successful ERP Project
Synopsis:
ABC Corporation, a large manufacturing company, has decided to implement an Enterprise Resource Planning (ERP) system to streamline their business processes and increase efficiency. The leadership team at ABC Corporation understands the importance of proper planning and implementation for successful ERP adoption. However, they are also aware that people-related issues can significantly impact the project′s success. They have experienced failed ERP implementations in the past due to resistance from employees, lack of user training, and inadequate change management strategies. Therefore, they want to ensure that their ERP project has a solid change management strategy in place to manage people-related problems effectively.
Consulting Methodology:
To develop the change management strategy, our consulting team followed a structured and proven approach. The methodology consisted of the following key steps:
1. Analyzing the current state: The initial step was to assess the current state of the organization, including its culture, structure, and processes. This analysis helped us understand the company′s readiness for change and identify potential roadblocks to the ERP project′s success.
2. Defining the desired state: We worked closely with the leadership team to define the organization′s desired state after the ERP implementation. This included identifying the key objectives and expected benefits of the new ERP system.
3. Conducting stakeholder analysis: We identified all the stakeholders and their roles in the ERP project. This step was crucial to understand the level of impact and influence each stakeholder had on the project′s success.
4. Identifying risks and challenges: We conducted a risk assessment to identify potential risks and challenges that could impact the ERP project′s success. This included people-related risks such as resistance to change, lack of user buy-in, and inadequate training.
5. Developing the change management plan: Based on our analysis and findings, we developed a comprehensive change management plan to address the identified risks and challenges. The plan included specific strategies and tactics to manage people-related issues and facilitate a smooth transition to the new ERP system.
Deliverables:
The key deliverables of this consulting project were as follows:
1. Change management strategy: This document outlined the overall approach and steps to manage people-related issues during the ERP implementation.
2. Training plan: We developed a detailed training plan to ensure that all employees received adequate training on the new system.
3. Communication plan: Our team created a communication plan to keep all stakeholders informed and engaged throughout the ERP implementation process.
4. Resistance management plan: We developed a plan to identify and address any resistance to change among employees.
5. User adoption plan: To ensure a successful implementation, we designed a user adoption plan to promote user buy-in and increase user satisfaction with the new system.
Implementation Challenges:
The primary challenges our consulting team faced during the implementation of the change management strategy were as follows:
1. Resistance to change: One of the significant challenges was to manage the resistance to change among employees. Many employees were comfortable with the current processes and systems and were reluctant to adopt the new ERP system.
2. Lack of buy-in from top-level management: Despite understanding the importance of a change management strategy, some members of the top-level management were resistant to change. This caused confusion and delays in decision-making, ultimately impacting the project′s timeline.
3. Limited resources for training: The organization had a limited budget and resources for training employees on the new ERP system. This made it challenging to provide comprehensive training to all employees.
KPIs:
To measure the success of the change management strategy, we defined the following key performance indicators (KPIs):
1. User satisfaction: We conducted surveys to measure user satisfaction with the new ERP system, post-implementation. A high level of user satisfaction indicated the success of the change management strategy.
2. Employee engagement: We tracked employee engagement levels through surveys and feedback sessions. Effective change management would result in increased employee engagement with the new system.
3. Time to adapt: We measured the time taken by employees to adapt to the new system. A shorter time frame indicated better user buy-in and successful change management.
Management Considerations:
To ensure the success of the change management strategy, the following key considerations were essential:
1. Top-level management support: The leadership team′s support is crucial for the success of the change management strategy. They must lead by example and demonstrate their commitment to the project.
2. Communication: Effective communication is critical when managing people-related issues. The organization must communicate all updates and changes related to the ERP implementation to employees promptly.
3. User involvement: Involving employees in the ERP implementation process increases their buy-in and helps them understand the benefits of the new system better.
4. Post-implementation support: Post-implementation support plays a crucial role in the success of the ERP project. The organization must continue to provide support and training to employees after the go-live to ensure a smooth transition.
Conclusion:
In conclusion, organizations must understand that the success of an ERP project depends not only on the technical aspects but also on how well they manage the people-related issues. Without a solid change management strategy, organizations are likely to face many challenges during the implementation process. By following a structured approach and considering key management considerations, organizations can mitigate the risks associated with people-related problems and ensure a successful ERP project.
Security and Trust:
- Secure checkout with SSL encryption Visa, Mastercard, Apple Pay, Google Pay, Stripe, Paypal
- Money-back guarantee for 30 days
- Our team is available 24/7 to assist you - support@theartofservice.com
About the Authors: Unleashing Excellence: The Mastery of Service Accredited by the Scientific Community
Immerse yourself in the pinnacle of operational wisdom through The Art of Service`s Excellence, now distinguished with esteemed accreditation from the scientific community. With an impressive 1000+ citations, The Art of Service stands as a beacon of reliability and authority in the field.Our dedication to excellence is highlighted by meticulous scrutiny and validation from the scientific community, evidenced by the 1000+ citations spanning various disciplines. Each citation attests to the profound impact and scholarly recognition of The Art of Service`s contributions.
Embark on a journey of unparalleled expertise, fortified by a wealth of research and acknowledgment from scholars globally. Join the community that not only recognizes but endorses the brilliance encapsulated in The Art of Service`s Excellence. Enhance your understanding, strategy, and implementation with a resource acknowledged and embraced by the scientific community.
Embrace excellence. Embrace The Art of Service.
Your trust in us aligns you with prestigious company; boasting over 1000 academic citations, our work ranks in the top 1% of the most cited globally. Explore our scholarly contributions at: https://scholar.google.com/scholar?hl=en&as_sdt=0%2C5&q=blokdyk
About The Art of Service:
Our clients seek confidence in making risk management and compliance decisions based on accurate data. However, navigating compliance can be complex, and sometimes, the unknowns are even more challenging.
We empathize with the frustrations of senior executives and business owners after decades in the industry. That`s why The Art of Service has developed Self-Assessment and implementation tools, trusted by over 100,000 professionals worldwide, empowering you to take control of your compliance assessments. With over 1000 academic citations, our work stands in the top 1% of the most cited globally, reflecting our commitment to helping businesses thrive.
Founders:
Gerard Blokdyk
LinkedIn: https://www.linkedin.com/in/gerardblokdijk/
Ivanka Menken
LinkedIn: https://www.linkedin.com/in/ivankamenken/
