SCALABLE ENABLEMENT
ERP Implementation
When a global training rollout revealed a larger challenge: helping an organization adopt change at scale.
The Ask
Leadership had developed a new ERP implementation methodology and wanted to deploy it across multiple industries and regions within an eight-month timeframe.
The initial strategy relied heavily on instructor-led training, SME facilitation, and a train-the-trainer model. Employees would learn a complex implementation process and then quickly transfer that knowledge throughout the organization.
While the request appeared to be a large-scale training initiative, the size and complexity of the rollout introduced additional challenges. Development timelines, facilitator availability, participant schedules, travel requirements, and ongoing client commitments all competed for the same limited resources.
Leadership needed a strategy that would prepare employees to adopt a new methodology while supporting the realities of day-to-day business operations.
My Discovery
Rather than focusing immediately on content development and training logistics, I partnered with stakeholders to better understand what employees would need to successfully adopt the new methodology while continuing to support active client implementations worldwide.
Three questions guided the analysis:
What did employees need?
Practical guidance, reinforcement, and opportunities to apply the new methodology within the context of real client work.
What did leaders need?
A rollout strategy that could scale globally without overwhelming SMEs, facilitators, implementation teams, or business operations.
What was standing in the way?
Competing priorities, limited resources, evolving processes, and the realities of ongoing client commitments.
As planning progressed, it became clear that the organization was facing more than a training challenge. The same subject matter experts responsible for defining the new methodology were also expected to support content development, facilitate training, answer questions, and continue managing their existing responsibilities.
Participants faced similar constraints. Learning requirements had to be balanced alongside active client implementations, project deadlines, and ongoing business commitments. At the same time, the implementation methodology itself continued to evolve, creating additional complexity for development and delivery efforts.
The organization wasn't struggling to create training. It was struggling to scale change.
The challenge wasn't simply teaching employees about a new process. The challenge was helping a global organization adopt significant change within the realities of day-to-day business operations.
The organization had a training strategy. It didn't have a scalable adoption strategy.
The question changed from “How do we deliver the training?” to “How do we create a rollout strategy that can realistically scale?”
The Solution
The solution focused on creating a scalable enablement ecosystem that could support adoption across industries, regions, and implementation teams. Rather than relying on training alone, the strategy combined process design, learning resources, facilitator support, manager reinforcement, and performance support to help employees successfully apply the new methodology in their daily work.
As stakeholders gained a clearer understanding of the operational realities facing the rollout, the conversation shifted from training delivery to adoption strategy. The solution evolved beyond a traditional learning program and became a coordinated enablement approach designed to support change at scale.
Five key components worked together to support sustainable adoption:
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Process Design: The implementation methodology was refined, documented, and organized to provide a clear foundation for learning, application, and ongoing support.
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Facilitator Network: A network of facilitators was established to expand delivery capacity, reduce dependence on a small group of subject matter experts, and support global rollout efforts.
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Learning Resources: Targeted learning materials provided employees with the knowledge and context needed to understand the methodology and their role within it.
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Manager Reinforcement: Leaders and managers were equipped to reinforce expectations, answer questions, and support application beyond the classroom.
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Performance Support: Tools, resources, and job aids were designed to provide guidance at the moment of need and support long-term application.
The strategy recognized that adoption would not occur through a single training event. Sustainable change required multiple layers of support working together to reinforce new behaviors, build confidence, and help employees apply the methodology in real-world implementation environments.
The result was a scalable approach that balanced organizational realities with business objectives, enabling the organization to support global adoption while reducing reliance on limited SME resources and maintaining focus on ongoing client commitments.
The Results
Scalable Rollout
The enablement strategy was successfully implemented across multiple industries and regions within the project's eight-month timeline. By expanding beyond a traditional training approach, the organization was able to balance rollout demands with ongoing client commitments while reducing reliance on a limited group of subject matter experts.
Sustainable Adoption
The combination of learning resources, facilitator support, performance tools, and manager reinforcement created multiple pathways for employees to learn, apply, and sustain new behaviors. The strategy helped move the organization beyond knowledge transfer and toward practical application of the methodology in real-world implementation environments.
Lasting Impact
The project reinforced an important principle that continues to guide my work: successful change initiatives require more than training. Sustainable adoption happens when learning, support, reinforcement, and operational realities are considered together as part of a broader enablement strategy.
By helping stakeholders shift their focus from training delivery to adoption, the organization created a more scalable approach to change—one that supported both immediate rollout goals and long-term business success.
SYSTEMS THINKING
Planner Redesign
PERFORMANCE CONSULTING
Pre-Engagement Planning