Context

An insurance company embarked on a major ERP implementation, replacing its legacy core system with a new solution delivered as a Minimum Viable Product (MVP). While the new system represented a necessary step forward, the MVP approach created uncertainty across the organisation regarding long-term benefits and completeness.

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Challenge

One month before implementation, the COVID-19 pandemic forced the organisation into lockdown, fundamentally changing how collaboration, training and leadership could take place.

At the same time, scepticism persisted throughout the organisation around whether the system would ever fully deliver on its promise. Managers were expected to lead their teams through change in a context marked by uncertainty, remote work and limited physical interaction.

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My Role

As part of a small team of internal Change Managers, a colleague and I were asked to define the overall change strategy and to strengthen the organisation’s internal change capability.

Our role was not only to support the ERP implementation, but to coach and equip managers to actively lead change — an acknowledged discipline within the organisation that leadership wanted to mature and embed more deeply.

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Approach

A core element of the change strategy was a structured capability-building programme for managers across the organisation.

Managers participated in quarterly full-day sessions focused on their role in change leadership, grounded in the ADKAR framework. Theory was brought to life through practical exercises, including change board games, enabling managers to translate concepts into action.

Clear milestone plans were established for each management layer, ensuring accountability and visibility of progress. Throughout the implementation, employee readiness was continuously measured across all ADKAR dimensions, providing real-time insight into where additional leadership focus was needed.

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Outcomes

The programme resulted in managers who felt both equipped and confident in their role as change leaders. They reported feeling supported, engaged and clear on expectations, contributing to a more aligned and resilient organisation throughout the ERP implementation.

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Insight

Lasting transformation accelerates when organisations invest deliberately in strengthening managers’ ability to lead change — not just to deliver a project, but to build capability that endures beyond it.

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Client Recommendation

If you have the possibility to hire Anna for your change/culture/communication work I can only say: Lucky you!

I’ve got the pleasure to have Anna with us for a huge, complex change implementation, where Anna shared her change-stardust-skills to organize and develop especially our communication, change programs and to be a trusted sparring partner.
Although we didn’t meet in person the first couple of months due to corona, our work and efficiency was remarkable thanks to Anna’s structured skills and warm personality. Anna builds professional relations, challenges the situation for a better good and her name is well known all around the organization.
– Mie Friis