5-steps

 

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/

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 

Which Judge Would You Choose?

Imagine going to a court of law where you were hoping to get justice , you are sure things will be ruled to your favour. When you arrive you find out that the judge has a decent track record, he gets things right 80% of the time….doesn’t sound too bad…BUT what if that 20% gap means you not getting justice regardless of the evidence?…80% accurate sounds great but is it? Let me put it this way, that 20% could mean a criminal walking free, or it could mean you going to prison for something you never did? Or maybe losing an asset?…Are you still happy with 20% accuracy?

After looking into it, you find out that the judge just listens to cases and follows his gut feeling to make a decision….and when you question this you are told, “Please don’t complain, this judge has a track record of 80% accuracy !”. Personally I cannot risk that, I mean I would feel uncomfortable even if he had 99% accuracy, 1% chance of things going against me is still not good enough, I value justice, I value my life, I value whatever is in stake IF this goes against me.

So let’s imagine you decide you are not happy with this and you want a different judge….

So you are told about this judge who has a process of decision making, wow sounds promising already!….you can’t contain your question so you ask…”is your track record a 100%?”…..the judge says… Well…let me tell how we do it…so the judge walks you through the process. The judge let’s you know that everyone is listened to, there is a thorough process that involves different stages of questioning, assessments etc.  You say “wow thats sounds good BUT is it 100%?”… The judge answers “well…so far its 95% however we have a contingency plan for the 5% errors that could occur”. So you ask…, “ so basically if you get it wrong, you have a plan to make it right?” …Yes the judge answers…..”YES”

So I am asking you, which judge would you choose?

If you would like hire with confidence … be certain that NOT only your candidates CAN do the job, but they also WILL do the job…they are a cultural fit and  they will stay….

Click here to book a FREE demo of a solution that has 96% retention with upto 12 months extended cover.

Why is failure a scary thing?

 

Perhaps it’s because our identities are linked with what we are doing. If you fail at something suddenly YOU feel like you have become a failure. Your thoughts start spiralling out of control and before you know it you are having a conversation similar to this in your mind:

“You can’t do that because you failed at XYZ” ..

“No I can do this”

“Yeah right no you can’t, YOU FAIL AT THINGS”

Have you become your biggest discourager?

When you start believing that you are not defined by failings you can stop the worrying! Whether you win or loose that does not define who you are.

Guess what, even the hugely successful people have failed at things…

Check out below 7 people who didn’t allow failure to define who they were.

1.  Richard Branson

Richard has failed many times; his first company didn’t make any money at all. He also saw failures in the area of soft drinks, fashion, cars and digital downloads. Even when the space world mocked him he is still building space shuttles.

2.     Colonel Sanders (KFC Founder)

The Colonel had his famous recipe rejected over 1000 times before being accepted. Now try finding someone who doesn’t like indulging in a bucket of his chicken!

3.    Henry Ford

Founded 2 car companies that failed and left him with no money. He then founded Ford Motor Company and became the first to apply assembly line manufacturing for cars.

 4.    Walt Disney

When Walt was 22 he was fired from a Missouri newspaper for ‘not being creative enough’. He now holds the record for winning the most Oscars, creating the iconic Disney characters we love today and lets face it the happiest theme park on the planet.

5.    Jim Carrey

Jim was booed of stage at his first comic stand-up. He never gave up and is now renowned for his contribution to comedy and iconic characters such as Stanley Ipkiss (The Mask) and Ace Ventura.

6.     J.K Rowling

Harry Potter was rejected by 12 major publishers before a small publishing house took a chance on her. No one would have blamed her for giving up, she continued to believe in her stories and has now sold over 400 million books worldwide.

 7.    Elon musk

At various points in time Elon had to deal with Tesla being on the brink of bankruptcy, being fired on his honeymoon and not to mention the first PayPal idea earned ‘top 10 worst business idea of the year’.

 

This is only scratching the surface of the many ‘failure to success’ stories that are out there. So next time you have a wobbly moment, just remember it does not define who you are.

Please like and share!

Written by Natasha Kimani

https://twitter.com/Natashac2b

https://twitter.com/C2Bsolutionsuk