EP46: ‘AD-OP-SHUN’ and “OCK-UN-TOSH-UN” Both challenging!

Steve & Marijn start by ignoring Office 365 and talking about food and chocolate before remembering that Whisky is important and then Office365 'AD-OP-SHUN' gets a big-time mention as the boys again look ay MS teams and how to ensure a high-level ROI

Where Marijn tells everyone to ‘grab themselves’ (when he means 'hold on a second') whilst he works out the name he wants to give a shout out to!!  The Adoption and Change Management teams Europe User Group.  Marijn name drops galore but we love their online sessions talking about PROSCI and ADKAR.  ACMteams.com is simpler than the full name…

MS Teams requires a different type of adoption so the boys discuss why and Steve explains it is based on complexity and Marijn adds the point that the users really need to change the way they work when moving from SharePoint/Outlook to MS Teams.

The question of building a change program is discussed in a world where change is constant, and it is accepted by everyone… so change needs to be laser-focused…

Does a new tool require a change program or just a new set of instructions?

Steve explains his change strategy based on 1,2 3 basing changes on where people are at! So that change programs can be measured… how do you include KPI’s to understand the measurement of ROI in a change program.

The question about if Change is operational and part of the ‘Run’ requirements for Office365 and Marijn talks about how the focus has changed from Governance to Adoption… 

The ultimate rule of change and upgrade is discussed which is “do not affect the ability for the company to deliver” and then how the ROI is going to improve the people, efficiency the ability to deliver constant improvement to the business

Conspiracy theory abounds to question if MSTeam's adoption is so important because the app is not really needed!!   I have SharePoint and Outlook which works for me.  Adoption is important because the tools are so entirely different and adoption is needed because the added value has to be defined for each aspect of the business.

Identify the advantage of MS teams and find the story that the business and the users want to hear to drive them to change…

"MS Teams, it's only fun when everyone else is doing it…"

Defining the people change levels, high ROI is when you have everyone at level 3

3- Someone who takes on new Tools and works out the new advantages   
2-These guys need to be trained and taught and
1- Needs to be convinced they need to change.  

But overall the organization needs to ‘corporately’ know where they want to go with MS teams.

Define the MVP! is it simply ‘we just want to talk to each other’ or moving collaboration from SharePoint to full integration with communication.

MS Teams new way of working is because nobody read their emails any more… So the key question is “What is the first skill you teach somebody in MS teams” 

Marijn goes with Enterprise Chat because it is WhatsApp or Messenger…  In many cases messaging is new for lots of people

MS Team… convincing people that they can send messages instead of emails…   how do you convince people to use teams instead of emails?

Define the rules of Messaging V Emails

Should there be a tool that says this email is short enough for a message so I will send the message instead.  Is this where outlook spaces sit. who knows…?

Productivity Score could be a solution to assess the level of ROI for changes and productivity.

Some assumptions are available that need careful assessment but could tell you how well change is being accepted.  Alongside the MyAnalytics tools 

The productivity score will track changes over time which can be aligned to the change goals of the business  for example are more people messaging today than 6 months ago… did the change messages get through.

Inevitably the boys talk about how people are changing their view about work.  With potential savings for the company and a difference of opinion from the workforce, some wanting full time at home and others a few days per week the productivity score maybe is a toolset for assessing and driving the change.

Steve covers how time and effort can be saved plus real-time minute taking in a collaborative way.

The change team, HR, C-Levels can now get some recorded statistics on the efficiency of the business and some real answers to the questions of ‘How much extra are user working’  ‘The average working day and changes over time’ 

@48 minutes:  Marijn has had a long day and forces Steve to stop talking and drink a Whisky from Glasgow the Auchentoshan Blood Red,  finished in a Red Wine Wood.

“OCK-UN-TOSH-UN” Challenging to say, easy to drink

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