Usage
Who logs in, how often, and which features they rely on.
ServicesRun & enable
Training and Adoption
Go-live is the start. Adoption is the goal.
Role-based training, structured change management and support after go-live, so your people use new systems with confidence and the investment pays off.
Why it matters
The people side decides whether a project succeeds.
In Prosci's research with more than 2,600 change practitioners, projects with excellent change management were about seven times more likely to meet their objectives than those with poor change management.
Learning paths
Everyone learns what they need, when they need it.
Training is built around roles, not software menus. Choose a role to see a typical path.
Leaders need to explain why the change matters, model it and read the new reports.
- Before go-live
Sponsor briefing
The case for change, the plan and their role in it.
- Go-live
Dashboards walkthrough
Reading the new reports and approvals on desktop and mobile.
- After go-live
Adoption reviews
Monthly view of usage, issues and decisions needed.
Managers coach their teams through the change, so they learn first and learn in depth.
- Before go-live
Leading change
How to talk about the change and handle resistance.
- Before go-live
New processes
Hands-on workshop on the workflows their team will use.
- After go-live
Team coaching
Using adoption data to spot who needs help.
Champions are the go-to people in each team. They get the deepest training and a direct line to us.
- During build
Early access
Testing the system and shaping how it's taught.
- Before go-live
Train-the-trainer
Advanced features and how to teach them.
- After go-live
Floor support
First line of help, with regular champion check-ins.
Everyday users need to do their own job well in the new system, and know where to get help.
- Before go-live
Role-based sessions
Hands-on practice with their own day-to-day tasks.
- Go-live
Quick guides
Short videos and step-by-step guides for each task.
- After go-live
Drop-in clinics
Open sessions for questions in the first weeks.
IT and system administrators need to run, secure and support the system after we step back.
- During build
Administration
Security roles, settings and configuration.
- Before go-live
Support runbooks
Common issues, fixes and when to escalate.
- After go-live
Release readiness
Preparing for updates and new features.
Managing change
Change happens one person at a time.
We plan change around the five outcomes of the Prosci ADKAR® Model, the stages each person goes through to make a change successfully.
Awareness
of why the change is needed. Early, honest communication from leaders.
Desire
to take part. Involving people early and showing what's in it for them.
Knowledge
of how to change. Role-based training and guides.
Ability
to do it day to day. Practice, coaching and floor support.
Reinforcement
to make it stick. Recognition, feedback and fixing what gets in the way.
Measuring adoption
We track whether it's working, not just whether training happened.
Attendance tells you who was in the room. These measures tell you whether the new way of working has taken hold.
Proficiency
Tasks completed correctly and without workarounds.
Support demand
The volume and type of how-to questions, falling over time.
Confidence
Short pulse surveys on how people feel about the new system.
FAQ
Questions teams ask before a rollout.
Can't find what you're looking for? We're happy to talk it through.
Ask us a questionWhat's the difference between training and adoption?
Training teaches people how to use a system. Adoption is whether they actually use it, well and by choice, in their daily work. We cover both: role-based training, plus the communication, coaching and follow-up that make new habits stick.
Which systems can you train our people on?
Business applications such as Dynamics 365, Power Platform and Microsoft 365, other ERP, CRM and collaboration tools, and custom applications we or others have built. Our approach to change and adoption works for any system.
What is the Prosci ADKAR Model?
A widely used change management model from Prosci. It describes five outcomes a person needs to change successfully: Awareness, Desire, Knowledge, Ability and Reinforcement. We use it to plan communication, training and support for each group affected.
Do you offer in-person or online training?
Both. We combine instructor-led workshops, on site or online, with short videos, quick guides and drop-in clinics, depending on your teams, locations and timeline.
What is a champions network?
A group of people from across the business who get early access and deeper training, then act as the go-to helpers in their teams. Champions spread knowledge quickly and feed real issues back to the project.
When should training and change work start?
Well before go-live. Change and communication planning should start when the project starts, champions are involved during build, and most role-based training happens in the weeks just before go-live.
How do you measure adoption?
Through usage data, task completion and error rates, support ticket trends and short pulse surveys, compared against the goals agreed at the start.
Can you create training materials we keep?
Yes. User guides, videos, e-learning content and trainer packs are yours to keep, update and reuse for new starters.
Make sure people actually use what you've built.
Tell us what's changing and who it affects. We'll outline a training and adoption plan that fits your timeline.