Transitioning from one enterprise resource planning software to another can be intimidating. It should be planned strategically and strategically executed to minimize stress and time as well as cost. Sage X3 is an intelligent and powerful solution that will provide industry depth. Other products often require third party add-ons which are undesirable. Sage X3 allows for new technologies and capabilities that are much sought after solutions.

To prepare for a successful project, use these 5 steps for your migration.

Step 1.

Reorganise and review master data files.

Transitioning to Sage X3 will allow the opportunity to cleanse, redesign, and review data to make certain that you have the accuracy that is necessary for maintaining data integrity. Because Sage X3 is based on the principles of dimensional accounting and not General Ledger Account Segment values which are predefined, it’s the perfect time to look at the structure of your preexisting COA’s, segment requirements for financial reporting and transactional support, and natural accounts. It’s the perfect time to clean up your data. Doing it now before moving it over will keep you from later wasting time on bad data.

Step 2.

Review key company reports and dashboards.

Do you know what reports are the most important ones to your company? Gather up all of the key performance indicators, executive power points, critical analytics, and manual reports. Now, think about having them automated using Sage X3’s reporting tools and dashboards.

Step 3.

Document events and workflows.

Sage X3 comes with diagrams that can be used to illustrate a company’s op trans workflow. The visual process flow diagrams can show you everything from transactional entries as well as simple Masterfile maintenance. Sage X3 will even show you reporting and inquiries. The VPF’s (visual process flows) are also able to mimic workflows that are specific to your organization. The diagrams available to you can be used as a tool to help guide the user through the solution of X3 as well as their workflow tasks.

Step 4.

User profiles, roles, and responsibilities.

What will your users need? Will they require only data collection or are they going to need full access or operational only? Sage X3 is available in tiered license pricing that is based on the type of user. Due to security rights and permissions, it’s critical that you are able to define user profiles and roles. To better figure out which license type to acquire; knowing how your team uses the software will be helpful. If you’re still unclear which license is the best one for your team then asking a Sage business partner for guidance is always an option.

Step 5.

Learning about Sage X3

Sage always offers a great business care plan that includes training with Sage. Inside of Sage sites, you will find such things as Sage X3 Knowledge base, Sage University, and Sage City. All of these areas carry valuable content. The tools and information on the sites vary. You can view Lunch & Learn webinars as well as other pre-recorded training sessions. There are also user guides and more at your disposal. Sage X3 makes it easy to maximize your investment into the program.

These steps will help you in preparing your company as you plan for your migration so that you can execute a successful transition.

For more info on C2B Solutions visit our website  http://www.c2bsolutions.co.uk/

Written by Ray Amoah – Sage X3 ERP Partner https://www.linkedin.com/in/raymondamoah/

Competition Terms and Conditions 

Competition Terms and Conditions 


The promoter is: C2B Solutions Ltd (company no. 07848541) whose registered office is at [The Incuba, Brewershill Road, Dunstable, LU6 1AA].

The competition is open to residents of the United Kingdom aged 16 years or over except employees of C2B Solutions Ltd and their close relatives and anyone otherwise connected with the organisation or judging of the competition.

There is no entry fee and no purchase necessary to enter this competition.

By entering this competition, an entrant is indicating his/her agreement to be bound by these terms and conditions.

Route to entry for the competition and details of how to enter are via [https://twitter.com/C2Bsolutionsuk]

The competition will be running on twitter and advertised on facebook and linkedin. 

Only one entry will be accepted per person. Multiple entries from the same person will be disqualified.

Closing date for entry will be [Monday 10am of the following week the competition runs on]. After this date the no further entries to the competition will be permitted.

No responsibility can be accepted for entries not received for whatever reason.

The rules of the competition and how to enter are as follows:

C2B Solutions Ltd must have received a Follow, Like and Retweet to the twitter page. 


The promoter reserves the right to cancel or amend the competition and these terms and conditions without notice in the event of a catastrophe, war, civil or military disturbance, act of God or any actual or anticipated breach of any applicable law or regulation or any other event outside of the promoter’s control. Any changes to the competition will be notified to entrants as soon as possible by the promoter.


The promoter is not responsible for inaccurate prize details supplied to any entrant by any third party connected with this competition.


The prize is as follows: £25 Amazon gift card


The prize is as stated and no cash or other alternatives will be offered. The prizes are not transferable. Prizes are subject to availability and we reserve the right to substitute any prize with another of equivalent value without giving notice.


Winners will be chosen: at random by software, from all entries received and verified by Promoter. 


The winner will be announced on Twitter and further notified by DM on Twitter within 28 days of the closing date. If the winner cannot be contacted or do not claim the prize within 14 days of notification, we reserve the right to withdraw the prize from the winner and pick a replacement winner.


The promoter will notify the winner when and where the prize can be collected / is delivered.


The promoter’s decision in respect of all matters to do with the competition will be final and no correspondence will be entered into.


By entering this competition, an entrant is indicating his/her agreement to be bound by these terms and conditions.


The competition and these terms and conditions will be governed by English law and any disputes will be subject to the exclusive jurisdiction of the courts of England.


The winner agrees to the use of his/her name and image in any publicity material, as well as their entry. Any personal data relating to the winner or any other entrants will be used solely in accordance with current UK data protection legislation and will not be disclosed to a third party without the entrant’s prior consent.


The winner’s name will be available 28 days after closing date by emailing the following address: admin@c2bsolutions.co.uk


Entry into the competition will be deemed as acceptance of these terms and conditions.


This promotion is in no way sponsored, endorsed or administered by, or associated with, Facebook, Twitter or any other Social Network. You are providing your information to C2B Solutions LTD and not to any other party. The information provided will be used in conjunction with the following Privacy Policy found at http://www.c2bsolutions.co.uk


7 Major Differences Between Uni and Apprenticeships

The traditional mindset when it comes to education is that you go to school, get into sixth form, and then head off to university; however the pressure of exams, tests and high grades doesn’t sound particularly fun.  So, if you’re unsure of what you want to do, or just want to know the differences in what university can offer you VS what an apprenticeship can offer you, then hopefully this will help…

  1. At Uni you have thousands of courses to choose from, so if you’re not sure what you want to do yet but you have interests, a degree will give you more specific career options, like law or psychology.
  1. Although, as time goes on, less and less employers are looking at qualifications and are focusing heavily on career experience (depending on your career choice).
  2. In an apprenticeship, you’ll be gaining great on-the-job experience and earning money as you study, you’ll also gain many skills and transferable work experience that will benefit you in the progression of your career and future opportunities.
  1. Uni leaves you with years of debt, but a huge variety of knowledge that can be applied to the specific career path you’ve chosen, which is great if you know exactly what you want to do.
  2. But even if you love your career choice, when you finish Uni, you really only have graduate options anyway, because of the lack of career experience while you were studying.
  3. The whole sector of apprenticeships is growing, so options for apprenticeships are also growing, you can get hands-on experience in practical fields such as mechanics, plumbing etc… The variety of apprenticeships are growing and giving you even more career options to pursue.
  4. In an apprenticeship, you can also still do a university degree! Some companies will offer it to you as part of your apprenticeship so you could still get your degree AND learn on-the-job!


Hopefully this will have given you a better insight to what university can offer and what apprenticeships can offer! Either way, both are great; it just depends on the type of person you are.

The Sacking Of Jose Mourinho

Let me start with a quote by Otto Von Bismarck  “Only a fool learns from his own mistakes. The wise man learns from the mistakes of others.”

Whether you are into football or not it’s most likely you will know Jose Mourinho or at least Manchester United football club.

Man united has been the most dominant club in England for many years, winning countless trophies and attracting the biggest names all across the world, they are one of the biggest clubs in the world. That was off course under their legendary manager Sir Alex Ferguson, but since he retired in 2013, things have not been great.  They  tried to replicate his success with 2 managers who failed and were sacked…

In May 2016, they hired the ‘special one’ Jose Mourinho, a serial winner , competitor, great CV, great references, tactician, fantastic track record BUT not a culture fit. I won’t get into much detail into why he was not a culture fit however  If you want to explore more on culture, I would recommend looking at Damian Hughes and his book ‘The Barcelona Way’.

In December 2018, they sacked him…

The problem is, we all knew he was not culture fit, but he was a winner and man united were desperate to win again. We all been there right, where we have chosen to deal with a difficult person because what they are bringing to the table is so valuable to us…or worse we don’t know they are difficult person until conflict/ pressure arises and we see their reaction and we think “who is this person?”….

This is not an isolated case, I see this all the time, companies will hire people just because of their skills and few months later fire them because of their behaviour or not being culture fit. The question is, why did you not know that the employee was not a culture fit? …or did you? ..some will say “yes we did”…and I would ask “how”…..and they respond …”erm they interviewed brilliantly” ….Well brilliant interview is no indication of culture fit…in this Information Age, a few minutes on google will make anyone sound like a star during interview.

According to sources, Manchester United had to pay over £20M to part ways with Mourinho, but they have lost more than that, they have lost their chance to win the title this year so “the greatest club in the world” is hoping for top 4 spot.

This is the crazy part…

After sacking him, they replaced him with an interim manager, an ex player who is skilled, but Does NOT have any Major trophies under his belt however he is Culture Fit (again I will not get into details of why ) but since his appointment, he has won 10 games in a row, breaking records, star players are performing, fans are happy etc etc. My point is this, it’s better to hire someone who hasn’t got the accolades but has potential, will learn and they are a culture fit rather than all the accolades but not a culture fit…because they will cause problems, then leave…and from my experience, many companies only use their ‘gut’ to test culture which as you can see from the ‘biggest club’ in the world , proved to be a costly headache.

If you would like to hire with confidence and be certain that your candidates  are the right culture fit and  they will stay

Click here to book an appointment for a FREE no-obligation chat