Protecting Data Security During ERP Implementation

With the increasing use of cloud-based technologies, there has been a heightened focus on data security, and Project Genetics helps organizations understand and mitigate any potential risks associated with implementation of digital solutions. Consider taking these steps in order to protect data security during ERP implementation.

Protecting Data Security During ERP Implementation

Risks can come from internal or external sources, ranging from malicious actors looking to gain unauthorized access to confidential information to mistakes made by personnel within the organization who do not have sufficient knowledge about data privacy laws and regulations.

To ensure proper protection of this sensitive information, organizations should conduct a security audit of their current system before embarking on any new implementations. This audit should include identifying existing weaknesses and vulnerabilities as well as assessing whether existing IT infrastructure can handle the new requirements adequately.

Plan and Implement Appropriate Data Security Measures

Once any potential risks have been identified, organizations need to plan and implement appropriate data security measures for their specific needs. Such measures could include two-factor authentication for all users accessing critical resources, using strong passwords that are regularly changed, and creating encryption algorithms for stored data.

Businesses should ensure that only authorized personnel have access to confidential documents. Additionally, organizations should consider implementing an identity management system that allows them to easily control user access levels and track user activities on a granular level.

Train Employees on Data Security Best Practices

As part of the training process, there should be an emphasis on topics such as understanding data privacy laws and regulations, recognizing common social engineering tactics used by malicious actors, and avoiding suspicious links or emails.

Employees should also be enlightened on the importance of backing up files regularly, properly disposing of confidential documents, avoiding writing down passwords, and never leaving computers unlocked or unattended. Additionally, they should be taught how to respond when confronted with a data breach so that they can take necessary precautions in order to minimize any losses incurred from it.

Regularly Test Data Security Measures to Ensure They Are Effective

Organizations also need to keep checking if their implemented data security measures are effective enough by regularly testing them against different attacker scenarios and evaluating their results accordingly. By doing this, organizations will reduce the chance of becoming the victim of sophisticated cyberattacks, thus ensuring that all confidential, business-related information remains secure at all times regardless if deployed on-premise or hosted remotely over cloud platforms.

Additionally, keeping hardware and software updated is another key component in reducing the risk of cyberattacks. These updates usually contain critical patches which address known vulnerabilities in systems or applications that malicious actors could exploit otherwise.

By taking steps to harden endpoints and ensuring that technology infrastructure is secure, you can help protect your business from potential attacks. At Project Genetics, we help businesses integrate technology solutions with best practices to streamline their digital transformation implementation. Contact Project Genetics today to learn more about how we can help keep your data safe during and after software implementation.

Corporate CPR Episode 60: The Impact of the Pace of Change in Organizations

On today’s show, we discuss the pace of change in organizations and the impact it is having on leaders.

Julie Noonan believes in unapologetic authenticity, candor, integrity and humor. She will tell you the TRUTH, even if it stings. Her strengths include:

  • Genuine love of people in all their messiness
  • Talent for idea-generation that helps her clients expand their thinking and innovate
  • Keen focus on maximizing the talents of others
  • Ability to recognize the inherent connections between concepts, disciplines, ideas and people to create better solutions
  • Firm belief in creating real relationships with clients to “meet the need beneath the need”
  • Intuition to “feel” the culture and energy in an organization to guide adjustments needed to better align with mission
  • Formidable ability to confidently, and tactfully, call “BS”, speaking truth to power
  • Stubborn resilience in the face of failure
  • Determination to continue learning and growing

Julie has years of executive-level experience in consulting in both the private and public sectors, as well as years of experience as a corporate employee. She has spent her career coaching leaders at all levels in many industries and through many challenges – both professional and personal.

Key Takeaways:

  • One important concept in today’s workplace to keep in mind is that we are in the last years of the boomer generation in the workplace. They will naturally be nervous about becoming obsolete at the end of their working years due to the changes brought on by the newer generations. Great leaders will maximize their value as long as possible.
  • Change impacts different generations differently. Boomers have initiated change most of their careers, and now they are more often the recipients of change. They are staying in the workplace longer, often retiring and then starting their own businesses or consulting because they are driven to contribute. Millennials tend to be more confident and collaborative, embracing change. Appreciating the value of each generation will lead to the greatest success.
  • For a successful change, involve influencers in the local office in initial testing and place them physically near those employees that you expect to struggle.
  • Allowing enough time for adoption of the change will save the company money over an unadopted change. Impatient leaders need to remind themselves that they knew about the change long before the employees. The employees need time to process the change as well. Educating them and answering questions will be a big key to success.
  • Sponsors should be well-regarded, influential, and be able to make big-ticket decisions.
  • First time sponsors – get help. Find an experienced change manager or a coach to help you get through the tough spots.
  • Great project managers can convey the project status to sponsors and committee meeting members in a simple way, but not be insulting.
  • Business analysts are valuable to consult with in the beginning to understand the concerns of the group early on.

Top 3 Takeaways:

  • Reverse mentoring. Putting boomers and millennials together brings out the best in both employees. The boomers can help develop the millennials in the company, and the millennials can help the boomers with current trends so they can stay relevant in the remaining years of their careers.
  • Coaching is not just for leadership development. It’s for any person in their career where they might need an extra set of ears or an objective viewpoint to help them through something that is blocking them from moving forward or being the best leader they can be. Check with your HR department to see if hiring coaches is an option or hire a coach from your own personal funds to improve your career.
  • Get change management involved as early as possible, even during the initial contemplation phase of a big change.

Connect with Julie Noonan:

Website: https://www.jnoonanconsulting.com/

LinkedIn:  https://www.linkedin.com/in/jnoonanconsulting/

Enterprise Project Management: Determining Your EPM Roadmap

With the pace of technological growth rapidly increasing, businesses need to be agile. However, traditional project management approaches often put projects on rigid rails that don’t allow for flexibility. The solution is to integrate modern technology into your project management office. Enterprise Project Management systems make it easier for your team to collaborate on projects while helping upper management measure progress and address obstacles. EPM also boosts your data analytics capabilities. To implement EPM, you’ll first need a roadmap.

Enterprise Project Management: Determining Your EPM Roadmap

Start With Pain Points and Goals

Before you rush to buy a license for the top-rated EPM software, pause to consider what you’re trying to accomplish. A roadmap is not only meant to plan out the steps to deployment. Roadmaps include objectives and measurables so that you can determine if you’re on your way to a successful deployment. So consider your pain points when it comes to project management and execution. What obstacles do you routinely face?

Then, set goals that will help you determine whether your EPM implementation is actually benefiting the company. We recommend targeting specific KPIs so that you can measure performance using data. You may also set some larger goals, like increasing the number of projects successfully executed or reducing the overall time it takes for projects to reach completion.

Choose the Right Tools

Knowing what you want to accomplish with your EPM system is vital since it will guide your next and most important decision. What EPM tools should you acquire for your company? There are many options on the market, each with its own strengths and weaknesses. They also vary wildly in terms of pricing. Some operate on a per-user subscription basis, while others may charge based on the volume of activity on the platform or the specific features you select.

Choosing the right tools for your specific needs and goals will help you keep your implementation from going over budget. In addition, your staff will have an easier time using a system that was acquired with their specific needs in mind. Furthermore, the time it takes to implement an EPM system also varies from one product to the next.

Set Deadlines and Start Implementation

The next step is to focus on deadlines. Implementations take time, so don’t try to rush. However, you still need to have reasonable deadlines to ensure the deployment arrives on schedule. Systems engineers will be most involved in the early stages. Set a date for when the first working version will be ready so that you can then start testing the software with key team members. Expect changes during testing. Set another deadline for the final release.

Pilot and Perfect

Once your EPM system is ready for use, have your PMO draft a pilot project using the system. This first project will help you find possible problems that can be fixed before asking everyone to use the platform. The pilot group can also put together a list of best practices to help their colleagues adapt faster.  

An EPM implementation can be a complex process. At Project Genetics, we make it simple by providing expert assistance every step of the way. Book an intro call with Project Genetics to meet with one of our representatives face-to-face.

Cloud vs. On-Premise CRM: Which Is Best for Your Organization?

Customer relationship management (CRM) refers to the process companies use to administer interactions and relationships they have with customers. There are many CRM software and hardware options available today, and among these options, there is an ongoing debate about whether to implement cloud-based or on-premise systems. Let’s take a deeper look at whether cloud or on-premise CRM implementation is better for your company.

Cloud vs. On-Premise CRM Implementation: Which Is Best for Your Organization?

Cloud CRM System Characteristics

Cloud-based CRM systems typically use the software as a service (SaaS) model, where a company pays a subscription fee to a software provider for access to its CRM software. This means your company data is stored online rather than using an on-site server, and users access the data they need through the internet. Cloud-based solutions are often designed with integration features that make them easy to blend with existing software and platforms.

Cloud CRM is typically less expensive as the provider manages all updates, backups, and maintenance. You won’t have to pay for expensive equipment, and plans can be scaled according to your budget. Another benefit is your team members can work from any location with an internet connection, providing great flexibility for today’s mobile workforce. Since everything is online, you’ll always be working with the most current versions of all documents.

On-Premise CRM System Characteristics

On-premise CRM requires on-site hardware and servers to store and provide access to company data. Software is installed either on the servers or on individual user machines, meaning the system can function without an internet connection. With the on-premise model, companies typically purchase a license that gives them ownership of the CRM software. This means it can be customized to suit the unique operational needs of each business.    

Since on-premise CRM is completely contained offline, there are some inherent security advantages. This is particularly true when it comes to system updates and maintenance, as performing these offline avoids the threat of bugs and cyber attacks. On-premise CRM does, however, require a company to perform frequent backups to a physical server to avoid potential data loss.

Comparing Cloud vs. CRM

When it comes to deciding between cloud-based and on-premise CRM, it mostly comes down to three factors: cost, customization, and security. Other key variables include the size of your organization, whether or not you have remote employees, and how vulnerable your company is to cyber threats. Large companies, for instance, are sometimes more concerned with maintaining internal control of potentially sensitive data, which favors on-premise CRM.

Purely on a cost basis, Cloud CRM systems are typically less expensive, as they charge on a per-user basis that can be scaled up or down as your company evolves. You’ll also avoid the personnel costs associated with maintaining IT personnel to manage servers and system infrastructure.

These are some of the factors that will help determine whether cloud-based or on-site CRM is a better fit for your organization. Contact Project Genetics to learn how we can help implement CRM and other solutions to help maximize your company’s potential.

Corporate CPR Episode 58: Average Employees Impact Your Profitability

On today’s show, we discuss how average employees are impacting your profitability.

Danielle Mulvey is a former flight attendant-turned-entrepreneur who has cracked the code on recruiting and retaining what she refers to as “5-Star Employees”: game-changing, dedicated, hardworking people who make big plays and get real, consistent results. Never one to settle for average, Danielle has scaled her several companies to over $50 million in annual revenue while spending less than 10 hours each week overseeing their operations. Danielle’s own team of trusted 5-Star Employees provides her with the freedom to spend the rest of her workweek guiding other entrepreneurs through podcasting, workshops, and community curating.

Key Takeaways:

  • 5-star employees represent the top 15% of the available talent in the market
  • Recruiting and hiring effectively is key to success in your company. Cast a wide net. You’ll need to review a lot of applicants. Create opportunities to test talent, similar to football training camp. One option is inviting the finalist candidates to do paid “shadow days.”

5-Star Employee Rating System

  • Alignment with core values
    • This is the secret sauce to your organization. It’s almost like being able to clone yourself if you can have an entire team of people that share your core values.
  • 11 universal qualities
    • Assessing potential and mindset/skillset to do the job
    • These are things such as ability to learn, ability to be limber, and ability to listen. Limberness and ability to listen are red flag qualities. They either have them or they don’t, and you don’t want them if they don’t. Some of the other qualities could be improved by opportunity or coaching.
  • 3x return on payroll
    • Every employee should be bringing a 3x return on your investment in them. Often this is measured in how much they are taking off the plate of another employee/owner that has a higher billable rate.
  • Success metrics for key responsibilities
    • Quantify what success means – the expectations should have a measurement attached for the employee’s 3-5 key responsibilities. Examples would be referrals, client feedback survey results, claims processed, etc
  • Aptitudes and Skills
    •  Employees need to show they can do the job. Determine 9-13 aptitudes/skills that you can test candidates on.

How do the 1, 2, and 3-star employees impact profitability?

  • Bloated payroll. A 5-star employee does the work of 2 or 3 lower star employees.
  • Morale killer. 5-star employees love what they do. They treat the job as a craft, not a career. Anything less than that brings down the team.

What should you do if you find yourself with a 1,2,3-star employee?

Transition them to alumni status. If it’s not a good fit for them, they will likely be happier somewhere else. These employees will also begin to cause resentment in your 5-star employees if they stay and under-perform.

Top 3 Takeaways:

  • Use a 5-star employee rating system
  • Be objective with your hires
  • Never settle for less than 5-star employees

To get the guide on how to hire 5-star employees:

Text NeverSettle to 411321

Connect with Danielle Mulvey:

Website: www.5staremployees.com/

LinkedIn: /in/danielle-mulvey-66a315/

Instagram: /danielle__mulvey/

Stakeholder-Led Project Management: How Does It Work?

Project management is changing. With so many communications tools at our fingertips, it is more important than ever to bring stakeholders in early on projects and keep their perspectives in mind throughout lengthy projects. That is why stakeholder-led management strategies are growing in popularity today.

What Is Stakeholder-Led Project Management? 

Simply put, this style of management means putting the stakeholders’ needs first. While other forms of management may ask stakeholders what they would like to see happen, oftentimes the implementation team is left to their own devices to try and solve problems without direct and continuous input from the people who will be most impacted.

In a stakeholder-led system, stakeholders have the chance to provide feedback at every stage of the process and engage in problem-solving alongside the implementation team to ensure that proposed solutions actually work.

Why Let Stakeholders Lead? 

For one, it’s more efficient. Instead of guessing at the root of problems your team is facing and trying to solve them independently, you have a direct line of contact with the people on the ground. Their feedback at every stage of the project ensures that you can pivot quickly when something isn’t working instead of waiting until after the solution has failed.

In addition, by bringing stakeholders into the process early, you are more likely to get positive engagement and feedback. Too many companies go ahead with projects without consulting stakeholders, only to have those stakeholders resist the new system at implementation time. This causes headaches and confusion for everyone involved.

How Does It Work? 

Like any project, stakeholder-led projects can be broken down into multiple stages. From the conception of the project all the way through the follow-up, you should be listening and adjusting your plan to meet the needs of the people who are most affected.

Identification and Analysis

Stakeholders provide a direct line of contact with the problem area. Asking pertinent questions can lead you to quickly identify the main pain points in the existing system and give you some starting ideas for how the problem could be solved. This is the shortcut to analysis you’ve been needing to save time and money.

Planning and Proposals

At this stage of the project, you have a chance to use stakeholders as a sounding board. Present your ideas to them and determine whether or not the solution fits their needs. They will be able to tell you immediately if the solution will increase or decrease the resistance in their jobs.

Implementation 

Now is the time to listen to feedback and stay on top of problems as they arise. Other projects fail when they fail to take feedback into consideration at this stage.

No matter how big your project is, stakeholder involvement should be a priority. You can save time and money by going straight to the root of your project’s goals and engaging with the people who really have a vested interest in seeing the project succeed. Before you plan your next project, contact Project Genetics to learn how we can help you find the solutions you need.

Corporate CPR Episode 57: Retaining Employees While Preparing for IPO

On today’s show, we discuss how companies can prepare for IPO and ensure their employees benefit.

As an attorney, a CPA, and a CFP®, Aaron Rubin runs a wealth management practice that integrates tax, financial planning and investing. Aaron helps his client minimize

their tax liability and keep more of their equity compensation so they can support the people they love and the causes they care about most. Whether in Silicon Valley, Austin, or the Tech Triangle, he works with pre-IPO executives and early employees at late-state tech companies.

Aaron received his BA in Economics-Accounting-Spanish Literature from Claremont McKenna College, and his Juris Doctorate from the University of Illinois. He formerly worked in Deloitte’s Private Client Advisory Department and spent three years in public accounting working on individuals, trusts, and estates before switching over to wealth management. He became a CPA in 2008, and a CFP® in 2010. In 2019, Aaron published his first book “Financial Adulting’’ as a guide to help young professionals navigate tax, investment, and estate planning.

He lives in the San Francisco Bay Area with his wife, three daughters, two goldendoodles, and five chickens.

Key Takeaways:

Equity compensation is really important both to attract talent and to retain employees.

Recommendations for employers:

  • Allow early exercise for employees.
  • Use a 10b5-1 plan, which is a non-discretionary plan to sell your stock if you’re in a black-out window.
  • Educate your employees about the potential benefits for them.
  • Younger companies can move stock early into different trusts.
  • Younger companies can do what’s called RSAs. Can do an 83b election, which is taxed early when lower priced.

Recommendations for employees:

  • Seek a competent attorney to help negotiate your stock compensation package.
  • Seek out great tax advice.
  • Employees are advised to sell vested stock to be able to diversify.

Connect with Aaron Rubin

Website: wrpwealth.com

LinkedIn: www.linkedin.com/in/stockoptionswhisperer

Facebook:  https://www.facebook.com/WRPWealth

Twitter: @WRPWEalth

Tiktok: ipographs

Corporate CPR Episode 56: How to Crack the Code of a Great Culture

On today’s show, we discuss how to crack the code of a great culture and also how to make it scalable.

Darrin Jahnel is the founder and CEO of Jahnel Group, a 150-person software consulting company headquartered in Schenectady, NY. Darrin leads with energy and is maniacally focused on creating an amazing work environment for his team.

Darrin earned an undergraduate degree in Business Administration from the University at Albany and a Master’s Degree in Information Systems from NYU’s Stern School of Business.

Prior to starting the company in 2012, Darrin worked as a Senior Software Engineer on Wall Street. Darrin has led numerous engineering teams on multi-million dollar projects and is a member of MENSA.

He is happily married and has 4 children (2 adopted children and 2 birth sons). Darrin’s oldest son, Gideon, is from Nigeria. Although Darrin and his wife refer to Gideon as their son, they were not able to officially adopt him. Gideon has parents and 5 siblings back in Nigeria. Last year, Gideon worked 60 hours a week, all summer long and earned enough money to buy his family a house back in Nigeria!

Outside of work, Darrin enjoys working out, coaching basketball, drinking beer, and woodworking.

Key Takeaways:

  • Low turnover is a great gauge of whether or not you have a great culture.
  • A great culture will be similar to the feeling you had as a child when on a great sports team.
  • Recruiting and hiring must be prioritized. Hire people who match your company’s core values, have a servant’s mentality, and are easy to work with. You’ll need to interview many more people than you hire. Get them outside of work as well to see what kind of people they are, maybe out to dinner with their families.
  • Intentionally mix introverts and extroverts in a healthy ratio for teams and business trips to create good energy.
  • Deliver on the promises made in recruiting in order to have great retention. Find out what is important to each employee and tailor the projects, recognition, and rewards to be meaningful. Show employees that you are paying attention. Examples – involve their families, donate to their favorite charity, etc.
  • If you have remote team members, create a few very intentional in-person experiences per year that are designed to create bonding opportunities. These should be offered like a buffet where employees can pick and choose what they want to participate in without any pressure.
  • Reviews should be a conversation about an employee’s goals for their life and how the company can help them get there. Great to do annually during their month of hire in a relaxed setting, potentially outside of the office. Rather than having lots of forms to fill out, just have a few guided, open-ended questions to start the conversation.

Top Takeaway:

There are still superstars out there, even in this market. Step up your recruiting efforts.

Connect with Darrin Jahnel

Website: https://jahnelgroup.com/

5 Reliable Ways to Speed Up a CRM Project

Customer relationship management, or CRM, is an aspect of doing business that has received plenty of attention in recent years. Improving the experience that a customer gets when interacting with your business can give you the edge over your competition. However, CRM implementation can be a difficult and time-consuming project that drains your resources if not managed properly. Here are some tips for improving the success and efficiency of your CRM project.

5 Reliable Ways to Speed Up a CRM Project

1. Develop a Clear Plan for CRM Implementation

As with any facet of your business, successful implementation of a CRM system is as much about the planning as the execution. If you don’t have a clear idea of what you want your customer experience to be like after the project is complete, it will be difficult to measure the success or failure of your plan. Set clear, measurable objectives so that you have a clear view for how to bring your project forward.

2. Implement the Plan in Phases

Even a project that seems daunting in scale can become much more manageable when they are broken down into smaller phases rather than taken as a whole. Discerning what each stage of your project looks like will make it clear for your entire team what needs to be done to see your project through to completion.

3. Standardize Internal Practices

It’s only logical that work will go faster and more smoothly if everybody involved in a project is on the same page when it comes to everyday procedures related to their work. That’s why one of the most important steps you can take towards improving your project’s efficiency is standardizing the internal practices your team works from. Consider every detail that goes into the work so that everybody is clear on the standards they must work towards.

4. Clarify the Project’s Leadership Structure

People look to the leaders of a project for guidance on what they should be doing and as an example that they can be following. Having either too many or no project leaders can detract from this clear sense of direction that strong leaders create. Make sure that it’s clear who the leader of your project is and that there aren’t so many leaders that the project is being pulled in several directions at once. The chain of command, and who has final say on various aspects, should be clear.

5. Test Your Results in Real-World Scenarios

Ultimately, your CRM project’s success or failure depends on the results that your customer-facing team members get when using the system you implement. Involving this part of your team in the implementation stage can help you find problems you might miss when working from the outside looking in. This will allow you to test the CRM you’re implementing in real situations with your customers.

Helping businesses turn their project plans into tangible realities is something that our team specializes in. We’ll help you develop a clear plan for your CRM project and then assist in executing that plan to perfection. Contact Project Genetics today to learn how we can help make your vision of success a reality!

Corporate CPR Episode 55: How Doing Less is More

On today’s show, we discuss how doing less is more in realizing project benefits.

Antonio Nieto-Rodriguez – Author of the Harvard Business Review Project Management Handbook, the featured HBR article The Project Economy Has Arrived, and four other books, Antonio is the creator of concepts such as the Project Economy and the Project Manifesto. His research and global impact on modern management have been recognized by Thinkers50. Fellow and Former Chairman of the Project Management Institute, he is the founder of Projects&Co and the Strategy Implementation Institute. Born in Madrid, Spain, and educated in Germany, Mexico, Italy, and the United States, Antonio is fluent in five languages. He has an MBA from London Business School. He is a member of Marshall Goldsmith 100 coaches. You can follow Antonio through his LinkedIn Newsletter – Lead Projects Successfully, his popular online course Project Management Reinvented for Non-Project Managers and his website.

Key Takeaways:

What causes overburdening of projects in organizations?

  • The work is going very fast. Companies are reacting to keep pace.
  • Products or services are replicated very quickly with more competition.
  • Automation and artificial intelligence robots causes companies to be more project-based.
  • Companies launch more projects than they finish.

How do you decide which projects to focus on?

  • The best projects have a full-time dedicated project manager and dedicated resources.
  • Senior leadership needs to be aligned with and aware of the strategic initiatives.
  • When you say no to a project now, you don’t say no to the idea. You can have a few people explore ideas while you focus on the main projects you’ve adopted.

What is the biggest downfall of a company taking on too many projects?

Unclear ROI. We do projects for benefits, and we want to measure this.

How do you define your project benefits?

  • Benefits have traditionally meant financial return. Now we are beginning to focus also on culture, satisfaction, environment, social aspects, and sustainability.
  • Traditionally, a small team of project managers will determine the benefits for the sales team, customers, logistics team, etc. We want to begin to consult with the different teams to determine benefits desired and means of measurement during the project planning.

How do you manage stakeholders so they get the outcome they expect even when things aren’t going well?

It’s important to focus change requests not only on the pain we want to avoid, but on the benefits we will gain by implementing the change.

How do you balance the benefits of having a sense of urgency with employee health?

Employees don’t mind working under pressure if it’s on just one project with an ambitious goal. It becomes unhealthy when it’s multiple projects and continuous pressure.

What is a good blueprint for moving forward?

  • Senior leadership needs to be involved and aware, not only the project managers.
  • Focus on a minimal number of projects with a rest period in between.
  • Employees should be empowered to speak up about issues for the benefit of the company.

3 Top Takeaways:

  • Invest in yourself.
  • Talk about the benefits of the projects more often.
  • Enjoy what you do. Find your place.

Connect with Antonio Nieto-Rodriguez:

Website: https://antonionietorodriguez.com/

LinkedIn: https://www.linkedin.com/in/antonionietorodriguez/