3 things you should know
1. Prototype phase is complete
Teams have completed the basic system design and signed off on those requirements. By completing this step, they are “exiting Prototype” and ready to enter into the next phase, Implementation. Prototype was a challenging phase because there was a large learning curve about the system and identification of where teams will intersect within the system. There has been a lot accomplished and this is a huge milestone! Congratulations to the EAM team for making it happen!
2. Implementation phase begins
We are moving into a new project phase called Implementation. In this year-long phase the team will take the first month to look at more complex system designs that came out of Prototype. Although an important step, the most recognizable activity during this phase is the testing of the system. Checkout what Gabe Garlets shared about testing. There will also be more interaction and visibility to the business through activities like roadshows and training. The key success factors for this phase are collaboration, teamwork and staying focused on the deliverables.
Implementation phase kick-off:
At the end of May, the EAM team is hosting a kick-off meeting for the new phase of the project. This meeting will bring different business areas up to speed on the project status, details, and expectations for the duration of the next phase. It is the last phase before go live and will be inclusive of a lot of key activity. For more information about the meeting, see your calendar invitation. If you are interesting in the kick-off meeting, please email the EAM team at EAMteam@umn.edu.
3. Training requirements and Change Impact Meetings Begin
The Change Management team is conducting Change Impact Analysis workshops with project team members and subject matter experts (SME). This helps the team understand the degree of change and specific impacts for each work stream from the current state to the future state (including: system/tool changes, process changes, role changes, and/or strategy/culture changes). The information informs the change management team of who needs support and the level of support that will be needed (e.g. training, communication, and support to leaders). We can adjust communication, training and other factors to make sure that each area is supported while there is change happening.
This effort also includes setting up expectations with eCIFM for training materials and support. With training materials and a full picture of what new things people can learn, training plan and materials are developed and delivered. The best part about this is it begins to involve the business, and extended team, more, and is focused around the users of the new system and processes.