"As a Business Project Manager, working with C-innovate has been a breath of fresh air" - Terence Cox (Consulting).
FAQ
What are the benefits of user engagement / stakeholder engagement?
Comprehensive user/stakeholder engagement has repeatedly been demonstrated as one of the most effective mechanisms for maximising user acceptance of new technology within organisations. However stakeholder engagement is often not identified as a priority and consequently can get neglected when resources are limited (as they nearly always are). The goal is to get the budget holders and senior stakeholders to understand that investing in user engagement is as important as investing in the right hardware, software and infrastructure AND will save you money in the longer term.
Why not just mandate the use of new technology?
It depends on the sort of systems you are implementing. If you are replacing a system completely, then of course your staff will have no option but to use it and the organisation no choice but to mandate its usage. This does not mean the system will provide a good user experience, will be efficient to use or that your users will be positive about the change. The system may well be performing at 10% of its potential, but you will not necessarily know. The fact that it is mandated does not mean that it will deliver benefits.
If you are providing other mechanisms to access and input information, for example implementing handheld devices, but allowing access to information via desktop systems and potentially a radio network we do not recommend mandating usage early on. In the longer term mandating your staff to use a system may be a requirement. To do this at the early stages of a roll-out can have negative effects and can slow down the pace of effective user adoption and emergent usage.
What are the benefits of benchmarking?
Undertaking benchmarking prior to any change taking place will help you to evaluate the impact of the change and review the benefits that have been achieved. It will also provide a clear understanding of current work practices and processes, and what needs to be done to improve efficiency and effectiveness.
The number and type of sites/locations and sample groups to need to include in benchmarking are dependent on a number of factors: how changes are being implemented across job roles, whether the changes are local or global, where the results of the changes are anticipated to have most impact, and other organisational priorities.
What are the different types of benefits realisation services?
Benefits realisation services should include: Firstly the benefits management component such as; benefits identification, benefits tracking and measurement, and benefits reporting services to assess how you are doing. Secondly putting into place the appropriate mechanisms to ensure that the desired benefits are achieved from your new technology in the shortest possible timeframe, and then to ensure that these benefits steadily increase.
What benefits can be achieved through supervisor involvement?
Getting supervisors involved at an early stage means they will be better informed about how the new technology will change work practices for their staff and they can be actively involved in the change process. One of the main benefits will be that the supervisors’ expertise and experience can be utilised and added to the projects resources.
