Drama-Free Workplace — Part 2

Drama-Free Workplace: Part 2

Livin’ the Dream: A Drama-Free Workplace Part 2: But I Have Good News—Structure Can Fix Your Drama (People) Problem In Part 1, I discussed how drama and conflict in the workplace are usually caused by personality clashes. We talked about identifying personalities and motivations, and how understanding them can help you target the actual issues…

Read More

Drama Free Workplace — Part 1

Hands Stacked

Livin’ the Dream: A Drama-Free Workplace Part 1: I Hate to Tell You, But It’s Your People Do you dream of a drama-free workplace? One without personality conflicts? Or emotional turmoil? Experience has convinced me that all workplace issues are usually people issues. And it doesn’t matter what industry or what problem—if you’re experiencing a…

Read More

What’s in it for me? Part 3 – Navigating the Minefield

fence with warning sign for minefield

In What’s in it for me? Part 1 and Part 2, we discussed how change requires sacrifice on the parts of those being asked to change, and the motivations that come into play or can be employed to encourage the change. Today, we’re going to discuss assumptions and how they affect the change you’re trying to create.…

Read More

What’s in it for me? Part 2 – Enter The Matrix

brainstorm sketch visual graphic

In Part 1, we looked at how every request you make is really asking someone to give something up. Even at the office, a request can take time away from home or change the way a task is usually, comfortably done. But you are asking someone to make a sacrifice. So why would an employee…

Read More

What’s in it for me? Part 1: Requests Mean Sacrifice

man thinking really hard with graphic drawings of squiggly lines coming out of his head overwhelmed

In previous posts, I’ve alluded to “What’s in it for me?” or WIIFM as the driving force behind most decisions for most people. In this post, I’m going to dig into the concept and discuss how it comes into play when you make a request of someone. I’ll also discuss the ways you can make…

Read More

What is the right schedule for measuring project success?

street name sign that says success

We have now covered the benefits of benchmarking – why you should do it & how you should do it. We have covered what some key metrics are to measure. But now I want to look at when we should measure project success? A 2005 study by hrb.org that Boston Consulting Group published way back in 1994, documented…

Read More

User Adoption KPI’s – What should I be measuring and how frequently?

graphic overlay of KPIs and finger pointing to a chart

Organizational change management and user adoption efforts often focus on the “softer” items, like effective training and motivating people. But statistics have shown, the best organizational change management programs do both but put an emphasis on measurable Key Performance Indicators. First always set your Business Objective KPIs Revenue increase Cost reduction # of errors/returns support Calls- #, frequency,…

Read More

Common KPI and Benchmarking Mistakes – What are you measuring in your user adoption effort?

word mistake written and being erased

In a previous blog we discussed the benefits of benchmarking and I outlined a 10 step process with step 1 being: select the product, process, or service to be benchmarked. Simple right? But in consulting engagements whenever we are trying to establish the key metrics we will use to judge and measure user adoption things get quite a bit more complex. (If…

Read More

User Adoption – Benchmarking

man with a light pen in the background of a graphic design with text "benchmark" stamped across

There are a lot of articles about user adoption and almost all of them will tell you being clear on the business objective you are trying to achieve, communicating well and often and having executive leadership buy in are the ingredients for success. I agree but we all know what is measured, is what gets improved so…

Read More