Analytics and Change Management

Analytics and Change ManagementSo far, we have covered everything from planning and involvement to executing a successful CRM Change Management Plan. “Data-driven decisions”, “360-degree view”, and “improved reporting” are all popular reasons we hear for organizations adopting CRM. For many of you, reporting is one of the most difficult parts of the project to do well, and it can be tempting to push it off in the timeline and say you’ll come back to it later.

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Building Momentum to Create Impact with Change Management

Building Momentum to create impact with change management

Your CRM vision is set and you have come up with an effective communications plan for your project team and organization. Now what? Today, we will go over the importance of building momentum to create an impact with change management.

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CRM, a Change Campaign: from Seeds to Flowers

CRM Change Campaign
A Constituent Relationship Management (CRM) deployment is an excuse to change your entire business. Change is a noun and a verb.

There is a psychology to inspiring change and numerous needlessly too-complex definitions of change; the bottom line is, even in CRM-Land, change is relationship management that works toward a goal your business defines. It should not be viewed as another I.T. geek out project with Gantt charts and spreadsheets.

Your change strategy – you are changing your business – is essentially a campaign with a silent phase, a public phase, an all-too brief celebration, and then you start anew.

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Communicating Change Management

Communicating Change Management

By now you know that you need to involve your team for change management to work. Everyone involved with the CRM planning and implementation should be able to give an “elevator pitch” that encapsulates why you are going through this transformation and what it will do for the organization.

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Set Expectations for Change Management

change management expectations
We’ve covered the most important piece of change management, the people, but today we are going to dive a bit deeper into how you get those people on board and manage their expectations around the change.

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