Strategy
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From Chaos to Clarity: Making SaaS Implementations Agile with Governance
SaaS implementations are sold on speed and flexibility, but anyone who’s led one knows that without structure they can quickly descend into confusion. With multiple teams involved, priorities changing midstream, and competing expectations, what was supposed to be a smooth rollout often feels like chaos. The real differentiator is governance, not as bureaucracy, but as the framework that keeps agility on track. For me, governance starts with clarity. Clear roles, decision rights, and escalation paths prevent project tasks from getting bogged down in debates over ownership. Good governance also means visibility. Everyone, from executives to project team members, should be able to see where things stand and how their work…
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Projects vs. Tasks – Why the Distinction Matters in SaaS Implementations
SaaS implementations move quickly and involve many moving parts across HR, IT, Finance, and Operations. Without structure, the details blur and accountability slips. One of the biggest pain points I see is when teams blur the line between projects and tasks. Get this distinction right, and you create clarity. Get it wrong, and you risk missed deadlines, wasted effort, or an incomplete go-live. Projects: The Big Picture Projects are the containers for major outcomes. In an HCM implementation, a project might be Core HR Data Migration, Payroll Integration, or Change Management and Training. Each one represents a collection of related work tied to a deliverable and timeline. Projects answer the…
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Frontline Frustration and the Role of Agility in Building Skills
Frontline workers often carry the heaviest load in an organization. Schedules change with little notice. Processes are handed down without input. Training is minimal, and career growth can feel out of reach. It is no surprise frustration runs high on the front line. I saw this firsthand when I co-owned and operated a tile flooring retail and on-site fabrication business (two businesses my husband and I purchased and merged into one. We had 2 showrooms with hourly staff, a fabrication shop, forklift drivers, and delivery drivers moving heavy product in the warehouse and to job sites. Each role was critical, but the work was often seen as just “tasks.” People…
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What Gen X Wants Now: Expectations, Challenges, and Opportunities
Generation X, often defined as those born between 1965 and 1980, sits in a unique position in today’s workforce. Many have decades of experience, are in mid to senior stages of their careers, and balance pressures from both older and younger colleagues. Their priorities are shifting in ways that employers need to understand if they want to retain this highly experienced group. One of the clearest themes is recognition. Gen X workers want their experience to be seen and valued rather than overlooked. They bring a blend of analog and digital knowledge, leadership through change, and institutional memory that younger employees simply cannot replicate. Yet surveys show that many still…
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Competencies Leaders Need to Attract Gen Z Talent
Gen Z, born between the mid 1990s and early 2010s, is no longer the upcoming generation. They are already a major part of today’s workforce. This is the first fully digital native generation, shaped by rapid technological change, economic uncertainty, and global events such as the pandemic. They bring fresh expectations to the job market, and leaders who want to attract them need to adapt thoughtfully. Values That Drive Decisions For Gen Z, values matter. Deloitte’s 2023 survey shows that climate change, community impact, and fairness all play a role in how they choose employers (Deloitte Global 2023 Gen Z and Millennial Survey). They look for organizations that balance performance…
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Creating a culture centered around collaboration and communication will pay off dividends in the future.
There is no quick and easy way to build a culture. It takes time and effort, and everyone needs to be on board. EVERYONE. Determine who you are as an organization. What is your value proposition within the organization and to your external stakeholders? Create something your people can understand and get behind. Step 1: Drop the buzzwords and develop something real and it all starts with making sure the actions and words of your leadership team reflect your commitment to collaboration and communication. How is this done? Hands-on leadership development. It is dangerous to assume that everyone knows how to communicate effectively. So, train your people. Communicate expectations. Role…
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Problem Solving + Initiative – The Dynamic Duo of Competencies
Today I would like to discuss what I call the dynamic duo of competencies: problem solving and initiative. When these two particular competencies are combined, something magical happens. It reveals potential performance and/or development gaps that can pose a significant impact on the health and culture of an organization. I will explain my thinking by way of a simple scenario. Scenario: An employee recognizes they are experiencing difficulties performing their job duties. Employee Proficient in both Problem Solving & Initiative The employee researches professional development opportunities offered by the company or a 3rd party provider, gathers the information, meets with manager to discuss their knowledge gap and offers their recommendations of how…
