One team. Five weeks. A map to ROI.
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Understand success blockers before they threaten your ARR.
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Hi {{contact.first_name}},
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Your project plan might feel like enough, but where is the map for when the client responds unpredictably? How do you know who is really on board with the project and who needs extra support?
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Internal misalignment can be managed only after it’s been surfaced--and the sooner it’s uncovered, the sooner your plan can adjust.
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A map like this (from the readiness assessment) can give implementers and client teams a clear understanding of the concerns, influencers, conflicting priorities, change blockers and change enablers that drive ROI and power ARR.
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Learn more about our Cirrus Change Readiness Assessment.
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Five-Week Sprint Guide Overview
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Our five-week sprint is designed to ensure a smooth and effective implementation by preparing the organization for the challenges of change. Each week focuses on specific aspects to build readiness and drive Return on Investment (ROI) for them and protect ARR for you.
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| | Week 1: assess, organize and educate
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| | | Week 1: assess, organize and educate
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| • | Objective: Identify and assemble the change team; begin certified education; take a readiness assessment to understand the key success blockers and enablers specific to your client’s organization.
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| • | Project value: A detailed Change Readiness assessment report by week 3 will highlight potential risks and opportunities in time to begin mitigation before it becomes critical.
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| ○ | Education will create a shared language for an understanding of the unique challenges of a change project. The change team will give voice to different stakeholders, building unity of direction.
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| | Week 2: identify completion criteria
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| | | Week 2: identify completion criteria
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| • | Objective: Change team continues education; identify and articulate measurable completion criteria.
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| • | Project value: Improved stakeholder relationships, a shared understanding of the project’s objectives and reduced ambiguity. Clear targets prevent scope creep and staff frustration about ambiguous goals.
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| | Week 3: establish department visions and review the CRA results
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| | | Week 3: establish department visions and review the CRA results
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| • | Objective: Review the results of the change readiness assessment. Collaborate and engage departments by creating motivating visions. Change team learns more about emotional intelligence’s impact on change. Change readiness assessment results provide insights for further preparation.
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| • | Project value: Departments align their goals and efforts towards a shared vision, reducing resistance and enhancing cooperation. Any confusion or conflicts surfaced in the CRA are evaluated.The change team will be equipped with emotional intelligence skills, enabling them to effectively handle interpersonal dynamics, empathize, and manage conflicts constructively.
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| | Week 4: manage known challenges and team expectations
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| | | Week 4: manage known challenges and team expectations
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| • | Objective: The change team evaluates and plans for foreseeable challenges and creates a plan to manage team expectations.
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| • | Project value: Enhanced team cohesion and compliance. By proactively identifying potential challenges, teams can prepare strategies to address them, reducing surprises during implementation. Clear communication of expectations fosters cooperation by reducing ambiguity.
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| | Week 5: plan quick wins, communications and create a roadmap
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| | | Week 5: plan quick wins, communications and create a roadmap
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| • | Objective: Develop and plan quick wins to drive momentum and increase buy in. Create a communication plan to engage stakeholders, and generate a roadmap.
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| • | Project value: Quick wins allow teams to see tangible results early in the process, boosting morale and buy-in. A well-structured communication plan ensures that all stakeholders are informed, engaged, and aligned.Generating a roadmap provides a clear vision of the project’s trajectory, outlining the steps needed to achieve the desired outcomes.
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By following this sprint guide, organizations can anticipate challenges, engage effectively with stakeholders, communicate clearly, build necessary skills, and iterate on plans to achieve a successful implementation.
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Reach out to us today to learn more about how your team can confidently coach your clients through change.
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What if my client doesn’t want to spend the time working on this?
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As the implementer, you carry the burden of someone else’s unsurfaced challenges. If they aren’t interested in addressing their ROI risks, you can.
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Discovery
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Uncovering these human-driven challenges is similar to addressing the technical and operational issues of a typical discovery. This simply adds the human-operational element. The associated costs could be wrapped up in a unified discovery scope.
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| • | Your team can run the Cirrus Change Readiness Assessment as part of discovery. This takes only 20 minutes each of the client team’s time. The Cirrus Change team can process the assessment and review the results with your implementation team and provide insights into needed supports.
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| • | Your team, after going through the Cirrus Change Readiness coaching program, can reduce risk by using lessons from the education, and the toolset to articulate clear goals, manage expectations, identify foreseeable challenges and other surfacing change issues as part of discovery.
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| • | This can help you find the change champion that each project needs.
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I have a project plan and experienced team. How does this help me?
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As an experienced implementer, you have a solid project plan--all the steps, insight and expertise to configure and launch. Like the line below, it’s a linear, logical progression.
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Once your plan meets your client team, that progression turns into something else: apprehensions, misunderstandings, conflicting priorities and irrational fear. Like the coil below, these problems require iterative probing, learning and responding.
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| | | | • | Leaders think everyone is on board—but they’re not. Without clear insight into team sentiment, it looks like alignment exists when it doesn’t, leading to early disengagement.
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| | • | Concerns stay hidden. When you don’t measure how people feel, hesitation and doubt go unspoken and quietly slow things down.
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| | • | Problems show up too late. Without early signals from staff, issues aren’t addressed until engagement drops and results are impacted.
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| Teams get overwhelmed. Without understanding capacity, people take on too much, increasing stress and burnout.
| | | Key people leave unexpectedly. Without insight into confidence and commitment, valuable team members can disengage or exit without warning.
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Unmanaged customer readiness risk dictates ROI and your ARR.
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At Cirrus, we help organizations like yours control the chaos.
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| | | The Cirrus Change Readiness Assessment
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| This is Moneyball for implementations. This early-stage diagnostic tool identifies readiness gaps in alignment, expectations, staff concerns, and engagement. Leaders can see and address concerns before they fester and become toxic.
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| Cirrus Education for Implementation Teams
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| This is practical training that helps implementation leaders anticipate resistance, manage expectations, and keep projects moving when client teams struggle with change.
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| | After the contract is signed, but before implementation kicks off, your client can prepare their teams. This starts with the Readiness Assessment, and then walks the client team through tools and learning to help them manage the risk they found in the assessment.
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| | Cirrus Change Readiness helped us understand how to identify and manage resistance to our change project. It made a huge impact in our project success.
| | | - Phu Ngo, VP of Technology, National Association of Insurance and Financial Advisors
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| | | Cirrus Change Readiness helped us understand how to identify and manage resistance to our change project. It made a huge impact in our project success.
| | | - Phu Ngo, VP of Technology, National Association of Insurance and Financial Advisors
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Book a 30 minute briefing to learn how Cirrus Change Readiness can help your implementations run more efficiently with less drama.
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| | Cirrus Change Readiness helped our team adopt our new platform with the most actionable intelligence I’ve ever seen.
| | | -John Weritz, VP of standards and technology, The Aluminum Association
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| | | Cirrus Change Readiness helped our team adopt our new platform with the most actionable intelligence I’ve ever seen.
| | | -John Weritz, VP of standards and technology, The Aluminum Association
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We’ve been in your shoes: implementing a new system, only to have certain departments slow to deliver requirements, data or lists. We saw overworked and overwrought staff--and leaders who didn’t want to hear options until the staff quit. So we created tools to help our clients and ourselves solve the most challenging part of change. We want this for you.
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Book a consult today
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www.cirruschange.com
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