Project Assurance, Quality, and Technical Assurance in Project Management

Project Assurance, Quality, and Technical Assurance in Project Management

In project management, assurance mechanisms, including project assurance, quality assurance, and technical assurance, serve as pivotal safeguards that ensure a project aligns with its intended objectives, meets requisite standards, and delivers value to stakeholders.

1. Project Assurance:
Overview: Project assurance provides confidence to stakeholders that the project will achieve its objectives and deliver the intended benefits. It ensures that a project is on track in terms of time, budget, and scope.
Role: Through regular monitoring and reviews, project assurance identifies potential risks and issues, ensuring that appropriate corrective actions are taken. It is the oversight mechanism that keeps projects aligned with strategic goals and ensures governance standards are met.

2. Quality Assurance (QA):
Overview: Quality assurance focuses on the process aspect of a project, ensuring that the processes used to deliver the outputs are effective and consistent.
Role: QA emphasizes preventing defects by ensuring that processes are designed and executed correctly. By using predefined standards, best practices, and continuous improvement methodologies, QA ensures the end product or service meets the desired quality standards. Regular audits, reviews, and inspections are tools employed in QA to monitor and improve processes.

3. Technical Assurance:
Overview: Technical assurance, often specific to IT and engineering projects, ensures that the technical aspects of a project are sound and that the solution is technically viable and sustainable.
Role: This involves validating the technical design, methodologies, tools, and technologies used in the project. Technical assurance ensures that the project aligns with architectural standards, is scalable, and meets performance, security, and integration requirements. It often involves experts or specialists who review the technicalities of the project and provide recommendations or validation.

Combined Role in Project Management:
Collectively, these assurance mechanisms offer a holistic approach to managing and overseeing projects.

Comprehensive Oversight: While project assurance focuses on the broader project objectives and governance, quality assurance zooms in on the processes, and technical assurance ensures technical soundness. Together, they provide a 360-degree view of the project’s health and viability.

Risk Mitigation: Each type of assurance has its set of tools and methodologies to identify, assess, and mitigate risks, ensuring that potential pitfalls are addressed before they escalate.

Stakeholder Confidence: Assurance processes build trust among stakeholders, sponsors, and clients by demonstrating that the project is under control, risks are managed, and quality outputs will be delivered.

Value Delivery: By ensuring projects align with strategic goals, meet quality standards, and are technically sound, these assurance mechanisms ensure that the projects deliver real value to organizations and stakeholders.

In essence, project assurance, quality assurance, and technical assurance work in tandem to provide a structured, systematic, and comprehensive approach to project management, optimizing the chances of successful project outcomes.

Adapt Consulting Company

We deliver projects and change, and improve the confidence, capacity, drive and desire of the people we work with. We understand data, technology and process and support people to drive performance and progress for purpose, profit and planet.

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Information Governance (IG) and Records Management (RM)

Information Governance (IG):
Information Governance is the framework for handling information from its inception to its final disposal. It’s a set of multidisciplinary structures, policies, procedures, processes, and controls implemented to manage information at an enterprise level, supporting an organization’s immediate and future regulatory, legal, risk, environmental, and operational requirements. Key elements include:

1. Strategic Alignment: IG aligns information management with the overall business strategy.
2. Risk Management: Ensures that risks associated with organizational information are understood and mitigated.
3. Regulatory and Legal Compliance: Ensures that information is managed according to legal and regulatory requirements.
4. Value Creation: Identifies and ensures the safe and appropriate use of information to generate value for the organization.
5. Efficiency and Transparency: Streamlines information processes and makes them transparent to enhance trustworthiness and integrity.

Records Management (RM):
Records Management is a sub-discipline of IG, focusing on the control and administration of records throughout their lifecycle. This includes the creation, receipt, maintenance, use, and disposal of records. Key elements include:

1. Classification: Grouping related records together.
2. Retention: Determining how long records should be kept.
3. Storage: Safeguarding records and ensuring their accessibility.
4. Disposition: Proper disposal or transfer of records after their useful life.
5. Archiving: Preserving records that have enduring value.

Importance during Periods of Change, like Mergers and Acquisitions:

During significant organizational shifts, such as mergers and acquisitions (M&A), the criticality of IG and RM becomes even more pronounced:

1. Data Duplication and Redundancy: M&A often lead to the merging of data and systems, which can result in duplications or inconsistencies. Proper IG can guide the integration process, ensuring that data remains consistent, accurate, and valuable.

2. Regulatory Scrutiny: Mergers or acquisitions can attract regulatory scrutiny. Proper records management ensures that all necessary documentation is available, up-to-date, and compliant, mitigating risks of non-compliance.

3. Due Diligence: Accurate records and a strong IG framework allow organizations to perform thorough due diligence, assessing risks and benefits before finalizing decisions.

4. Cultural Integration: Different companies might have different data handling cultures. A robust IG framework can aid in harmonizing these differences, fostering a unified data management culture.

5. Value Preservation: One primary aim of M&A is to derive value, whether by gaining assets, market share, or expertise. Proper IG and RM ensure that the intrinsic value tied up in information assets of the acquired or merging entities is preserved and enhanced.

In essence, during transitional periods, robust information governance and records management are crucial not just for compliance, but for the success of the change process and the realization of its intended benefits.

Adapt Consulting Company

We deliver projects and change, and improve the confidence, capacity, drive and desire of the people we work with. We understand data, technology and process and support people to drive performance and progress for purpose, profit and planet.

#people #process #performance #projects #programmes #pmo #change #processimprovement #projectmanagement #changemanagement #workshops #mediation #coach #icfcoach #mentor #facilitation #training #jersey #channelislands

ADKAR: A Goal-Oriented Change Management Model

ADKAR: A Goal-Oriented Change Management Model by Prosci

Change is inevitable in the world of projects, and managing this change is critical to ensure the successful adoption of new initiatives, processes, and tools. Prosci’s ADKAR model offers a structured approach to facilitate this change, ensuring that individuals can transition smoothly from their current state to the desired future state. It consists of five sequential building blocks:

1. AwarenessWhy is the change necessary?
– Before individuals can change, they need to understand why change is needed.
– This step involves communicating the nature of the change, its implications, and the reasons behind it, be it external pressures, internal shifts, or opportunities for growth.

2. DesirePersonal motivation to support and participate in the change.
– Once aware, individuals need personal motivation to get involved.
– This phase is about fostering a positive attitude towards the change. It’s influenced by intrinsic motivation, understanding of the benefits, and the organizational culture.

3. KnowledgeHow to change?
– With motivation in place, individuals require information on how to change.
– This step includes training sessions, workshops, and other educational endeavors. It’s about equipping individuals with the skills and knowledge they need.

4. AbilityTransforming knowledge into action.
– Knowledge doesn’t always translate to ability. This phase ensures that the new skills and behaviors are implemented effectively.
– It may require practice, coaching, and feedback loops. It’s about ensuring individuals can utilize what they’ve learned.

5. ReinforcementMaking the change stick.
– Even after successfully implementing change, there’s a risk of reverting to old ways.
– This final step is about reinforcing the new behaviors and ensuring the change is sustainable. It includes recognizing and celebrating successes, providing ongoing support, and embedding the changes into the organization’s culture.

In the Context of Project and Change Management:

For project managers, the ADKAR model provides a roadmap to ensure that the technical side of a project aligns with the people side of the project. It underscores the fact that successful change isn’t just about introducing a new system or process, but also about ensuring that individuals can and will adopt it. By addressing each of the five elements, project managers can minimize resistance, maximize adoption, and ensure a smoother transition, leading to the successful realization of project goals.

Adapt Consulting Company

We deliver projects and change, and improve the confidence, capacity, drive and desire of the people we work with. We understand data, technology and process and support people to drive performance and progress for purpose, profit and planet.

#people #process #performance #projects #programmes #pmo #change #processimprovement #projectmanagement #changemanagement #workshops #mediation #coach #icfcoach #mentor #facilitation #training #jersey #channelislands

STEPPA Coaching Model by McLeod (2003)

The STEPPA coaching model, proposed by McLeod (2003), is a structured approach to coaching that guides both the coach and coachee through the coaching process.

1. Subject:
– This is the starting point of the coaching process. The coach and coachee identify the specific topic or issue that the coachee wants to address. This could be a challenge, an opportunity, or any area of improvement. The clearer the subject, the more effective the coaching session will be.

2. Target:
– Once the subject has been identified, the next step is to define the desired outcome or goal. This involves specifying what success looks like and what the coachee wants to achieve by the end of the coaching process. Goals should be SMART (Specific, Measurable, Achievable, Relevant, and Time-bound).

3. Emotion:
– Emotions play a crucial role in coaching. The coachee’s emotional response to the subject and goal is explored. Understanding emotions can give insights into motivations, fears, and potential barriers. It also helps in building rapport and trust between the coach and coachee.

4. Perception:
– Perception is about the coachee’s current viewpoint or belief system related to the subject. This step involves uncovering limiting beliefs or misconceptions that might be hindering progress. By challenging and reframing these perceptions, the coachee can gain new perspectives and see new possibilities.

5. Plan:
– With a clear understanding of the subject, goal, emotions, and perceptions, the coach and coachee collaborate to create a plan of action. This plan outlines the steps required to move from the current situation to the desired outcome. Each step should be concrete, actionable, and aligned with the coachee’s values and resources.

6. Pace:
– This step involves setting a realistic pace for implementing the plan. It considers the coachee’s commitments, resources, and any potential obstacles. Setting the right pace ensures that the coachee remains motivated and doesn’t feel overwhelmed.

7. Action:
– The final step is all about taking action. The coachee starts implementing the plan, making adjustments as needed based on feedback and results. The coach provides support, accountability, and guidance throughout this phase, ensuring that the coachee remains on track and moves closer to the desired outcome.

The STEPPA coaching model provides a systematic and structured approach to coaching. It ensures that both the coach and coachee remain focused on the desired outcome while addressing emotions, perceptions, and potential obstacles. The emphasis on planning and pacing ensures that the coachee feels empowered and supported throughout the journey towards achieving their goals.

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Adapt Consulting Company

We deliver projects and change, and improve the confidence, capacity, drive and desire of the people we work with. We understand data, technology and process and support people to drive performance and progress for purpose, profit and planet.

#people #process #performance #projects #programmes #pmo #change #processimprovement #projectmanagement #changemanagement #workshops #mediation #coach #icfcoach #mentor #facilitation #training #jersey #channelislands

Optimizing Dashboard Reporting for Diverse Audiences

Dashboards, with their visual representations and summarized data, offer a bridge between complex project data and stakeholder understanding. They can be customized according to the audience’s expertise, need for detail, and the project’s methodology. However, striking a balance between clarity and comprehensiveness is pivotal.

1. Reporting to the Project Board or Steering Committee (SteerCo):
Given that SteerCo members are well-acquainted with the project, the key is conciseness:

Header: Project Name
Progress Metrics: Visual charts/graphs displaying project’s status against time and budget.
Activity Snapshot: A succinct summary of recent happenings.
Task Overview:
– Completed tasks since the last report. These could be represented as a list with annotations or a more graphic representation such as a pie chart detailing task statuses.
– Upcoming tasks, visualized through a Gantt chart or a Kanban board. The forecast depth (next week or further) can vary based on SteerCo’s preference and the project’s phase.
Risks: Highlight major risks that need SteerCo’s attention.
Decision Record: A log capturing pivotal SteerCo decisions, especially ones that alter the project’s scope, timeline, or budget.

2. Engaging Business and Stakeholders:
For external stakeholders, context is key, as is clear communication on what directly affects them:

Header: Project Name
Project Context: Briefly reintroduce the project’s aim and key deliverables.
Team & Role Outline: Highlight key project members and their roles to provide contact points.
Progress Metrics: Visual aids showing project status against time and budget.
Announcements: Key notifications stakeholders should be aware of.
Task Overview:
– Recently accomplished tasks with annotations.
– Forthcoming tasks, with depth determined by stakeholder needs and the project’s duration.
Risks & Issues: A summarized log of potential risks and current issues.

Additional Insights for Dashboard Reporting:

Interactivity: Modern dashboards are often interactive, allowing users to dive into areas of interest for more detail.
Consistency: Regardless of the project’s methodology, maintaining a consistent format across reports helps stakeholders know where to look for specific information.
Visual Hierarchy: Use design principles to draw attention to the most critical data. For example, larger fonts or brighter colors can emphasize key metrics or issues.
Feedback Loop: Periodically gather feedback on the dashboard’s effectiveness. This ensures it remains relevant and useful for the intended audience.

Waterfall vs. Agile Reporting:

The differences in progress reporting between Waterfall and Agile methodologies can be likened to the distinction between following a recipe and innovating in the kitchen.

Waterfall Reporting (Like Following a Recipe):

Pre-determined Steps: Just as a recipe provides a clear list of steps to follow, the Waterfall model defines all the tasks upfront. This means you can easily report progress by ticking off completed tasks.

Fixed Ingredients & Measures: With a recipe, you know in advance the exact ingredients and quantities you need. Similarly, Waterfall projects have predefined resources and requirements. Reporting in this context is about confirming that things are proceeding as per the set plan.

Agile Reporting (Like Culinary Innovation):

Iterative Phases: Instead of a fixed set of tasks, Agile projects are organized into phases like prototyping, developing a minimal viable product (MVP), and subsequent versions leading to a final product. Just as an innovative cook might adjust dishes based on taste tests, Agile teams adjust their work based on feedback and changing requirements.

Flexibility & Adaptation: Agile teams, much like cooks who innovate, have the flexibility to change ingredients or techniques as they progress. This makes it harder to report progress in the traditional sense since the target can change based on ongoing evaluations and stakeholder feedback.
In conclusion, while Waterfall’s progress can be linearly tracked against a fixed set of tasks, Agile’s progress is more dynamic, adapting to changes and feedback, making it a bit more challenging to quantify and report using conventional metrics.

In summary, an effective dashboard should resonate with its target audience, present data transparently, and be adaptable to the project’s nature and methodology.

Adapt Consulting Company

We deliver projects and change, and improve the confidence, capacity, drive and desire of the people we work with. We understand data, technology and process and support people to drive performance and progress for purpose, profit and planet.

#people #process #performance #projects #programmes #pmo #change #processimprovement #projectmanagement #changemanagement #workshops #mediation #coach #icfcoach #mentor #facilitation #training #jersey #channelislands

Cognitive Behavioural Coaching (CBC)

Adapt Consulting Company support management and leadership with change programmes, often including change teams and talent academy offering the tools, templates and techniques to help organisational change. 

Cognitive Behavioral Coaching (CBC) is an approach to coaching that combines elements of cognitive psychology with coaching techniques to help individuals identify and overcome cognitive and emotional barriers to personal and professional growth. CBC is rooted in the principles of Cognitive Behavioral Therapy (CBT), a widely recognized therapeutic approach for addressing mental health issues. 

Key Components of Cognitive Behavioral Coaching: 

1. Identifying Negative Thought Patterns: CBC begins by helping clients become aware of their negative thought patterns and beliefs that may be hindering their progress. These could include self-doubt, irrational fears, or self-limiting beliefs. 

2. Challenging and Restructuring Thoughts: Once negative thought patterns are recognized, clients work with the coach to challenge these thoughts and replace them with more rational and positive alternatives. This process is similar to cognitive restructuring in CBT. 

3. Goal Setting: CBC assists clients in setting clear and achievable goals. These goals are often specific, measurable, and time-bound (SMART goals). Clients are encouraged to focus on what they can control and change. 

4. Action Planning: CBC involves creating actionable plans to reach the identified goals. Clients work with their coaches to break down larger goals into smaller, manageable steps. This helps prevent feeling overwhelmed and promotes a sense of accomplishment as each step is achieved. 

5. Behavioral Experiments: Similar to CBT, CBC may incorporate behavioral experiments. Clients test new behaviors or responses in real-life situations to challenge and modify their negative beliefs. 

6. Self-Monitoring and Reflection: Clients are encouraged to monitor their thoughts, emotions, and behaviors regularly. Self-reflection helps track progress and identify areas where further adjustments may be needed. 

7. Feedback and Accountability: Coaches provide constructive feedback and hold clients accountable for their commitments and actions. This accountability helps maintain momentum and motivation. 

8. Emotional Regulation: CBC helps individuals develop strategies for managing and regulating their emotions, particularly when faced with challenges or setbacks. 

Benefits of Cognitive Behavioral Coaching: 

1. Improved Self-Awareness: CBC enhances self-awareness by helping clients recognize their thought patterns and emotional responses. 

2. Enhanced Problem-Solving Skills: Clients develop effective problem-solving skills to address challenges and obstacles. 

3. Increased Resilience: Clients learn to bounce back from setbacks and develop resilience in the face of adversity. 

4. Boosted Confidence: Challenging negative beliefs and achieving goals can significantly boost clients’ self-confidence. 

5. Better Decision-Making: CBC supports rational decision-making by reducing the influence of irrational thoughts and emotions. 

6. Personal Growth and Development: By addressing cognitive and emotional barriers, clients can experience personal growth and development in various aspects of their lives. 

7. Stress Reduction: Learning to manage and change thought patterns can reduce stress and anxiety. 

Cognitive Behavioral Coaching is a versatile approach that can be applied in various settings, including life coaching, executive coaching, career coaching, and personal development coaching. It equips individuals with the tools and skills needed to achieve their goals, improve their mental well-being, and lead more fulfilling lives. 

Adapt Consulting Company 

We deliver projects and change, and improve the confidence, capacity, drive and desire of the people we work with. We understand data, technology and process and support people to drive performance and progress for purpose, profit and planet. 

#people #process #performance #projects #programmes #pmo #change #processimprovement #projectmanagement #changemanagement #workshops #mediation #coach #icfcoach #mentor #facilitation #training #jersey #channelislands

Hawkins (2012) CLEAR coaching model

Hawkins (2012) CLEAR coaching model

Adapt Consulting Company support management and leadership with change programmes, often including change teams and talent academy offering the tools, templates and techniques to help organisational change.

The CLEAR coaching model, developed by Michael Hawkins in 2012, is a structured approach to coaching that focuses on facilitating effective communication and problem-solving between coaches and clients. The model consists of five key stages: Contracting, Listening, Exploring, Action, and Review.

1. Contracting: The coaching relationship begins with a clear contract. This stage involves establishing mutual expectations, boundaries, and goals. Coaches and clients define the purpose of coaching, the roles and responsibilities of each party, and the desired outcomes.

2. Listening: Effective communication is at the heart of the CLEAR model. Coaches must actively listen to clients, creating a safe and supportive environment for them to express their thoughts, feelings, and concerns. Listening involves not just hearing words but also understanding the underlying emotions and motivations.

3. Exploring: In this stage, coaches help clients explore their thoughts and feelings in-depth. This involves asking powerful questions to encourage self-reflection and insight. The goal is to help clients gain a deeper understanding of themselves and their challenges.

4. Action: Once clients have a clear understanding of their goals and challenges, the coaching process moves to the action stage. Coaches collaborate with clients to identify concrete steps and strategies for achieving their goals. Action plans are developed, and clients are encouraged to take proactive steps towards their desired outcomes.

5. Review: Regularly reviewing progress is essential to ensure that clients stay on track and make necessary adjustments to their action plans. Coaches and clients evaluate the effectiveness of the strategies employed and assess any obstacles or barriers that may have arisen.

The CLEAR coaching model is underpinned by several key principles:

Empowerment: The model emphasizes the empowerment of clients. Coaches aim to help clients develop their problem-solving skills and take ownership of their actions and decisions.

Active Listening: Effective listening is crucial throughout the coaching process. Coaches should create a non-judgmental and empathetic environment that encourages open and honest communication.

Reflection and Self-awareness: The model promotes self-reflection and self-awareness as essential tools for personal and professional growth. Clients are encouraged to explore their values, beliefs, and behaviors.

Accountability: Coaches and clients share accountability for the coaching process. Both parties are responsible for ensuring that the coaching relationship remains focused on the client’s goals.

Results-Oriented: The CLEAR model is results-oriented, with a strong emphasis on helping clients achieve tangible outcomes. The action stage is particularly geared toward taking concrete steps toward goal attainment.

In summary, the CLEAR coaching model, developed by Michael Hawkins in 2012, provides a structured framework for effective coaching relationships. It begins with clear contracting, emphasizes active listening and exploration, focuses on action and results, and includes regular reviews to ensure progress. The model is rooted in principles of empowerment, accountability, and self-awareness, making it a valuable tool for both coaches and clients seeking personal and professional development.

Adapt Consulting Company

We deliver projects and change, and improve the confidence, capacity, drive and desire of the people we work with. We understand data, technology and process and support people to drive performance and progress for purpose, profit and planet.

#people #process #performance #projects #programmes #pmo #change #processimprovement #projectmanagement #changemanagement #workshops #mediation #coach #icfcoach #mentor #facilitation #training #jersey #channelislands


Sometimes when it come to roll-out, training and adoption of new software we forget to explain the purpose, benefirs and how it should be used. We may also fail to set-up the on-line and off-line support as well as examples, guidance and templates. Moreover if we have not improved upon the legacy systems (perhaps face to face and pen and paper) we will see them retained, reducing the adoption and benefits of the new systems(s).


The empathy map, originally created by dave gray, is a powerful tool to understand users on a deeper level and create a shared understanding of user needs within the team. It can help significantly with the communication of change and adoption of technology in the following ways…

UNDERSTANDING USER’S PERSPECTIVE: An Empathy Map helps in understanding what the users see, hear, think and feel, their pains, and their gains. This insight is critical when communicating the need for change and how the new technology will address these aspects.

IDENTIFYING CONCERNS AND RESERVATIONS: By focusing on the emotional state of the user, Empathy Maps can help identify potential concerns, fears, or reservations users may have about the new technology. This allows you to address these issues proactively in your communication strategy.

TAILORING COMMUNICATION: The insights gained from the Empathy Map allow for a more personalized and targeted communication strategy. You can tailor your message to resonate with the users by speaking directly to their needs, pains, and goals.

BUILDING TRUST AND ENGAGEMENT: Using an Empathy Map demonstrates that you value users’ input and understand their needs, which can increase trust and engagement. This can make users more receptive to the change and more willing to adopt the new technology.

DEVELOPING EFFECTIVE TRAINING: The insights from an Empathy Map can help design a more effective training program. Knowing what the users are thinking and feeling can help tailor the training content and methodology to better suit their needs.

DRIVING ADOPTION: Ultimately, a deeper understanding of users will lead to better strategies for encouraging the adoption of new technology. By addressing their needs and concerns effectively, you can drive more widespread and enthusiastic adoption.


Here are top tips for roll-out, training and adoption of new software, things to prepare and do before, during and after


IDENTIFY PURPOSE AND BENEFITS: Clearly define the purpose of the new software, its benefits, and how it will improve upon legacy systems. Also, explain how the software should be used in detail. This will help create a sense of ownership among the users and increase the likelihood of successful adoption.

STAKEHOLDER ENGAGEMENT: Involve all relevant stakeholders from the beginning of the process. This includes not only the end-users but also IT, management, and any others who will be impacted by the change. Gathering their feedback and addressing their concerns early on can increase buy-in and support for the rollout.

TRAINING MATERIAL PREPARATION: Prepare comprehensive training material that covers all aspects of the new software, including practical examples, guidance, and templates. Use a variety of formats like videos, slide decks, and step-by-step guides to cater to different learning styles.

TEST RUN: Conduct a pilot test with a small group of users. This allows you to identify any problems, gather feedback, and make necessary adjustments before the full rollout.


COMPREHENSIVE TRAINING: Organize comprehensive training sessions to familiarize users with the new software. Use real-life scenarios to demonstrate how the software should be used and its benefits.

PROVIDE SUPPORT: Set up both online and offline support to assist users with any difficulties they encounter. This could include a dedicated helpdesk, online forums, and on-site technical support.

REGULAR COMMUNICATION: Keep users informed about the rollout’s progress and any upcoming changes. This helps to alleviate any anxiety or confusion and ensures that users are prepared for each step of the rollout.


FOLLOW-UP TRAINING: Schedule follow-up training sessions to address any problems users may be experiencing and to reinforce the training content. This is also an opportunity to introduce more advanced features of the software.

MONITOR USAGE: Monitor usage of the software to ensure it’s being used as intended and that users are taking full advantage of its features. This can be done through software analytics or user surveys.

CONTINUOUS IMPROVEMENT: Gather feedback regularly from users about their experiences and any difficulties they’re encountering. Use this feedback to make continuous improvements to the software and the training materials.

RECOGNIZE AND REWARD: Recognize and reward users who adopt the software quickly and effectively. This could be through public recognition or small incentives. This helps to encourage others to follow suit and accelerates the adoption process.

Remember, patience and persistence are key in this process. Change can be challenging and intimidating for many people, and it’s important to provide plenty of support and encouragement along the way.


“TechAdoptPro” is a comprehensive technology roll-out, training, and adoption service designed to support organizations in seamlessly integrating new software into their operations. We specialize in change management and user adoption to ensure your transition is smooth, and your team is ready to hit the ground running.

Our services include stakeholder engagement, training material preparation, test runs, comprehensive hands-on training, online and offline support, regular communication updates, follow-up training, usage monitoring, and continuous improvement based on user feedback. We also provide a reward and recognition system to encourage and accelerate software adoption among users.


STREAMLINED ROLL-OUT: Our expert team ensures that your software roll-out is seamless and efficient, reducing potential downtime and increasing productivity.

INCREASED ADOPTION RATES: Through our comprehensive training and continuous support, we help increase adoption rates, ensuring your team fully utilizes the software’s capabilities.

REDUCED RESISTANCE: We handle resistance to change proactively through stakeholder engagement and regular communication, ensuring your team is on board with the transition.

CONTINUOUS IMPROVEMENT: We provide continuous feedback and improvement strategies to enhance the software usage and user experience.

SAVE TIME AND RESOURCES: Our turnkey solution saves you the time and resources needed to plan and execute a software roll-out and training, allowing you to focus on your core business.

IMPROVED ROI: With higher adoption rates and efficient use of the software, your organization can realize an improved return on investment.

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Tim HJ Rogers
MBA (Management Consultancy) & Change Practitioner
ICF Accreditation Trained Coach IoD Business Mentor, Mediator
Adapt Consulting Company

There is an optimum combination of factors or qualities which help people and organisations transform. It is a blend of listening, challenging and sharing and comes from expertise, experience, curiosity and a passion to perform. We deliver projects and change, and improve the confidence, capacity, drive and desire of the people we work with. We understand data, technology and process and support people to drive performance and progress for purpose, profit and planet.

#people #process #performance #projects #programmes #pmo #change #processimprovement #projectmanagement #changemanagement #workshops #mediation #coach #icfcoach #mentor #facilitation #training #jersey #channelislands

The Art of Influence: How Managers and Leaders Can Persuade and Inspire

The Art of Influence: How Managers and Leaders Can Persuade and Inspire


In his groundbreaking book, “The Psychology of Persuasion,” Robert B. Cialdini identified six universal principles that underlie the art of influence. For managers and leaders, these principles can be invaluable tools for effectively persuading and inspiring their teams, ultimately resulting in increased productivity and a positive work environment. In this article, we’ll explore these six key principles and how they can be applied in a leadership context.

Reciprocity: The Power of Giving

Cialdini’s first principle is reciprocity, which suggests that people tend to return favors and feel obligated to repay kindness or support. As a leader, you can harness the power of reciprocity by proactively offering help and resources to your team members. By doing so, you not only create a supportive work environment, but also increase the likelihood that your team members will feel motivated to reciprocate your efforts and contribute positively to the team’s success.

Commitment and Consistency: Cultivating Trust and Reliability

The principle of commitment and consistency emphasizes the human desire to appear consistent in our beliefs and actions. Managers can leverage this principle by promoting a culture of trust and reliability. Encourage your team members to set clear goals and follow through on their commitments. When people make public commitments, they are more likely to stick to them due to the social pressure to remain consistent. As a leader, it’s essential to model this behavior by consistently delivering on your own promises and commitments.

Social Proof: Harnessing the Power of the Crowd

Cialdini’s third principle, social proof, highlights the influence that the opinions and actions of others can have on our behavior. Leaders can tap into social proof by showcasing positive examples of collaboration and achievement within the team. By recognizing and celebrating the accomplishments of high-performing team members, you can create a sense of positive competition and motivate others to strive for similar success. Additionally, seeking input and opinions from respected experts within your organization can help validate your decisions and increase buy-in from your team.

Liking: Building Authentic Connections

The principle of liking states that we are more likely to be influenced by people we like and trust. As a manager or leader, building authentic connections with your team members is crucial. Invest time in getting to know your team members personally, and show genuine interest in their lives and aspirations. Demonstrating empathy and understanding can help foster stronger relationships, making your team more likely to follow your lead and support your vision.

Authority: Establishing Credibility and Expertise

Cialdini’s fifth principle, authority, highlights the importance of establishing credibility and expertise to effectively influence others. As a leader, it’s essential to demonstrate your knowledge and competence in your field. Share relevant experiences and insights, and stay up-to-date on industry trends and best practices. By doing so, you’ll be better equipped to make informed decisions and guide your team, ultimately earning their respect and trust.

Scarcity: Creating a Sense of Urgency

The final principle, scarcity, suggests that people are more motivated to take action when they perceive that a resource or opportunity is limited. Managers can apply this principle by creating a sense of urgency around tasks and goals. Set clear deadlines and emphasize the importance of timely completion, highlighting the potential consequences of delay. Encourage your team members to seize opportunities for growth and development, emphasizing that such opportunities may be limited or fleeting.


By understanding and applying Cialdini’s six principles of persuasion, managers and leaders can effectively influence, inspire, and motivate their teams. The key is to use these principles ethically and genuinely, fostering a positive work environment built on trust, support, and collaboration. As you integrate these principles into your leadership style, remember that authentic connections, clear communication, and mutual respect form the foundation for successful persuasion and influence.

To recap, the six key principles for managers and leaders to influence, persuade, or manipulate are:

Reciprocity: Foster a supportive work environment by offering help and resources, encouraging team members to reciprocate and contribute positively to the team’s success.

Commitment and Consistency: Promote trust and reliability by modeling consistent behavior and encouraging team members to set clear goals and follow through on commitments.

Social Proof: Showcase positive examples of collaboration and achievement within the team, creating a sense of positive competition and inspiring others to strive for success.

Liking: Build authentic connections with team members by investing time in getting to know them personally, demonstrating empathy, and fostering strong relationships.

Authority: Establish credibility and expertise by demonstrating your knowledge and competence in your field, staying up-to-date on industry trends, and guiding your team with informed decisions.

Scarcity: Create a sense of urgency around tasks and goals, setting clear deadlines and emphasizing the importance of timely completion, while encouraging team members to seize opportunities for growth and development.

By embracing these principles and incorporating them into your leadership approach, you can maximize your impact as a manager or leader, creating a motivated, engaged, and high-performing team that is inspired to achieve success together. Remember, ethical persuasion is about helping others see the benefits and value of your ideas, ultimately leading to a more harmonious and productive work environment for all.

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The benefits of a MicroProject

A one-page micro-project is a concise, intermediate step between a simple SMART task and a full-scale project. It provides a structured approach to accomplishing a specific goal, without the complexity of managing a full project. Here’s a description of the benefits, contents, and approach for a one-page micro-project, distinguishing it from a task or full-project.


Clarity and focus: A one-page micro-project provides a clear, focused framework for outlining objectives, tasks, resources, and timelines, enhancing understanding and commitment among team members.

Simplicity and efficiency: By reducing the project scope to a single page, micro-projects streamline the planning and execution process, making it more manageable and time-efficient.

Increased accountability: Clearly defined tasks, responsibilities, and deadlines improve accountability, ensuring that team members understand their roles and deliverables.

Flexibility: Micro-projects can be easily adjusted or modified as needed, making them more adaptable to changing circumstances or requirements.

Faster results: With a limited scope and shorter timelines, micro-projects enable organizations to achieve results more quickly, accelerating the learning and improvement process.

Reduced risk: By focusing on a smaller, more manageable scope, micro-projects limit potential risks and make it easier to identify and address issues.


A one-page micro-project should include the following key elements…

Objective: A clear, specific, and measurable goal, aligned with the SMART criteria (Specific, Measurable, Achievable, Relevant, and Time-bound).

Scope: A brief description of the project’s scope, outlining its boundaries and limitations.

Tasks: A list of individual tasks or activities required to achieve the objective, broken down into manageable steps.

Resources: An overview of the resources needed, including personnel, budget, materials, or technology.

Timeline: A schedule outlining start and end dates for each task, as well as any milestones or deadlines.

Responsibilities: A clear assignment of tasks and responsibilities to specific team members or roles.

Success criteria: Metrics or indicators that will be used to evaluate the project’s success and determine whether the objective has been achieved.


Define the objective: Begin by identifying a clear, specific, and measurable objective that aligns with the SMART criteria.

Determine the scope: Outline the project’s scope, taking care to establish boundaries and limitations to prevent scope creep.

Break down tasks: List the individual tasks or activities required to achieve the objective, breaking them down into manageable steps.

Allocate resources: Identify the resources needed to complete each task, including personnel, budget, materials, or technology.

Establish a timeline: Create a schedule with start and end dates for each task, as well as any milestones or deadlines.

Assign responsibilities: Clearly assign tasks and responsibilities to specific team members or roles, ensuring accountability.

Define success criteria: Establish metrics or indicators that will be used to evaluate the project’s success and determine whether the objective has been achieved.

Monitor progress: Regularly review progress against the timeline, adjusting as needed to address issues or changing circumstances.

In conclusion, a one-page micro-project offers a structured, efficient approach to achieving specific goals, without the complexity of managing a full-scale project. By focusing on clarity, simplicity, and accountability, micro-projects can help organizations deliver results more quickly and effectively than traditional project management methods.