Make it happen! How to be successful with user adoption

Why is it so hard to get people to do what I tell them to do? User adoption is one of the hardest aspects of any project yet sometimes receives the least amount of attention. With all the distractions we face, throughout our day, it is almost impossible to get people to change. With all the ways we receive communication from text messages, phone calls, voicemails, email, SharePoint lists and libraries, Team sites, Skype messages, and Jabber, you get the point! The first step is to get the message out to your end users, but how to do that effectively?

Have you ever heard a bit of gossip from a neighbor and then also heard the same thing from two other sources? If we heard a similar message three times, studies have shown that this helps us to believe that it is true. We all know that there is a vast array of communication channels, as noted above, and if we hear the same message several times we take notice, so how does this help with user adoption?

Simple 5 Step Plan to “Make it happen”

  1. Know the language your audience will understand
  2. Know the communication channels that are the post popular
  3. Know who is influential within your organization
  4. Know what you want to say
  5. Know how what you say will make peoples jobs easier, effective, and increase business value

Now let’s put this all together for a plan that can drive user adoption. For example, let’s use an Office 365 migration as a proposed project and we want users to adopt OneDrive. We all know that OneDrive, Microsoft’s user cloud storage tool, has great benefits from easy access to data, anywhere at any time, but it also allows greater control over compliance and data loss prevention. How do we put this together to come up with a rock star plan to drive user adoption?

At Concurrency ( we have a proven method to drive user adoption.

Read the rest of the article at Concurrency’s site, coming within the next few days.


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Here is a typical flow for a behavioral based interview:

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When we coach others, we tend to coach for how we want the “coached” to behave based on our opinions. Lets not forget that we are not coaching people to work with us, but instead, to work with everyone.  This is called self-serving bias, in which, you as the coacher wants the coached person to behave to meet your needs.

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