B2B Camp     March, 2012       Hal SchlengerHal.Schlenger@earthlink.net
In a word: AdoptionThey may have tried it. Trained on it. Even told to use it. But….               Did they adopt your stu...
Something that fills a Need   1) Is there a true need ?       Need = Problem + Pain       Pain = Financial risk, productio...
Adoption requires Change         (Many people don’t like change)•   Employees fear a shift in power•   The need to learn n...
BEFORE• Leadership   • Expected outcome (what if not done?)   • Culture and Values   • Identify the influencers and truste...
AFTER• Leadership• Team willingness (vs inertia)• Employee willingness (vs inertia)• Change Management   • PMP Communicati...
Ideas          Success defined          Change mgmt         plan         communicated          Leadership’s1.   .   sup...
Ideas         Resistance to        change         No        consequence for        not changing1.  .    Glitches during...
   TAG’s Social Business society    › http://www.tagonline.org/tag_social_busines      s.php   Hal Schlenger    › Hal.Sc...
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You build it. They come. And then they don’t use it. (Now what?)

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by Hal Schlenger

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You build it. They come. And then they don’t use it. (Now what?)

  1. 1. B2B Camp March, 2012 Hal SchlengerHal.Schlenger@earthlink.net
  2. 2. In a word: AdoptionThey may have tried it. Trained on it. Even told to use it. But…. Did they adopt your stuff? People. Process. Culture
  3. 3. Something that fills a Need 1) Is there a true need ? Need = Problem + Pain Pain = Financial risk, production risk, physical risk, marketshare risk Is it worth fixing? 2) Meets the need ROI ….. with ‘return’ measured in change in pain
  4. 4. Adoption requires Change (Many people don’t like change)• Employees fear a shift in power• The need to learn new skills• Group mentality• The stress of having to join a new team.• Inertia. 4 Phrases of• An employees competing commitment Adoption It challenges the very psychological 1. Observation foundations upon which people function. 2. Preparation Explore the history. 3. Participation 4. Integration (habit forming and new culture)
  5. 5. BEFORE• Leadership • Expected outcome (what if not done?) • Culture and Values • Identify the influencers and trusted advisors• Team needs identified (problem and pain)• Employee need identified• Change Management • PMP best practices• SMART goals (measurable and measured metrics) • How do you define success?
  6. 6. AFTER• Leadership• Team willingness (vs inertia)• Employee willingness (vs inertia)• Change Management • PMP Communication best practices • Training, retraining and targeted training• SMART goals (measurable and measured metrics) • What gets inspects get respects• Cultural to support the post-adoption environment
  7. 7. Ideas  Success defined  Change mgmt plan communicated  Leadership’s1. . support  Other2. . influencers3. .4. .
  8. 8. Ideas  Resistance to change  No consequence for not changing1. .  Glitches during change hurt2. . credibility3. .4.
  9. 9.  TAG’s Social Business society › http://www.tagonline.org/tag_social_busines s.php Hal Schlenger › Hal.Schlenger@earthlink.net › http://makesonegohmmm.blogspot.com/ People. Process. Culture
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