¿Qué haces si tu equipo tiene dificultades para adaptarse a las nuevas tecnologías?

First you have to list and understand what are the exact needs and requirements . Have a clear mapping of these needs and discuss it with your team members so you're aligned together on the targets .

To help your team adapt to new technology, ensure it aligns with clear goals for efficiency. Highlight the benefits such as smoother processes and increased productivity. Offer continuous training and support, and lead by example by becoming an early adaptor. Consider introducing a reward system to acknowledge progress. Encourage ongoing improvement for team success.

Assess the team mindset, depth of system knowledge and available training and process/RACI. Gauge the challenge/pain areas and as relevant organize sessions, identify an SME for guidance and to help troubleshoot. Lastly walk the talk.

É imprescindível avaliar com empatia a individualidade de cada membro do time, entender suas necessidades e apoiar. Feedbacks constantes e uma comunicação transparente e assertiva é um ponto de partida crucial.

With the technology changing now and then, it's paramount for the team to be updated. Continuous training and regular feedback would help the team to adopt to the situation better!

Treinamentos coletivos possuem pico de motivação e faz com que os profissionais mais reservados não exponham suas dúvidas. Mesmo que necessários podem ser customizados mediante prévio levantamento de necessidades, não somente técnicas, mas de ritmo de aprendizado e perfil profissional. Mentorias individuais e de tira-dúvidas com profissionais que já passaram por mudanças de sistema e de realidade tecnológica, por vezes é a melhor alternativa. Entender o profissional individualmente, como peça da engrenagem da adpatação da equipe, é o mais aconselhável.

Atualmente, vivemos em um mundo em que há muita cobrança para utilizarmos novas tecnologias. Mas não adianta cobrar as pessoas, se não houver as condições básicas para que consigam aprender, dar o treinamento adequado é essencial. É importante marcar os treinamentos com antecedência para que as pessoas consigam se programar e estarem presentes de verdade. Se possível, conduzir treinamentos presenciais é uma boa opção para manter as pessoas mais focadas. Após os treinamentos, é interessante ter sessões tira dúvidas e deixar o contato de alguém, caso tenham alguma dificuldade. Gosto também de aplicar uma pesquisa para entender o quanto as pessoas estão com relação ao conhecimento, se elas se sentem preparadas para usar a nova tecnologia.

Aplico um treinamento geral antes do sistema se implantado ao time executor e, um breve treinamento para tirar dúvidas e acertar melhorias no processo. Desenvolvo manuais práticos e didácticos ou deixo por um tempo determinado alguém responsável por auxiliar e orientar os que ainda tiverem dúvidas.

Assim que os treinamentos estiverem acontecendo, forneça também desafios e projetos para que eles consigam colocar em prática os aprendizados obtidos durante os treinamentos, evoluindo assim também a auto confiança deles, importantíssima nesse processo.

Once you've identified the needs, develop comprehensive training plans that cater to different learning styles and proficiency levels within the team. Consider offering a variety of resources such as online tutorials, in-person workshops, simulation exercises, or even gamified learning platforms to keep engagement high. Break down the training into manageable chunks, allowing team members to gradually build their skills and confidence.

Tive a oportunidade de participar de várias migrações de sistemas de ERP e CRM em minhas atividades profissionais. O mais impactante, foi de um sistema que saímos totalmente de DOS, para web, com cloud. A área de negócios era a mais impactada, visto que se valia de toda a perfeita integração dos módulos para a efetivação da venda e satisfação do cliente. O que fizemos foi, contratar novos profissionais que não tivessem vícios do sistema antigo, treiná-los e transformá-los em mentores. Coloquei-os no open space intercalados com os profissionais seniors em shadow. Após o treinamento de todos e a interação entre new e old hires, a migração fluiu sem resistências e com feedbacks construtivos de correções e melhorias por parte desta equipe.

Give staff a safe place to discuss their thoughts and feelings about the incoming New Technologies. Sometimes the speed at which it is coming is like a speeding train, overwhelming. Don’t expect younger staff to handle it better than the veterans. Pairing those with similar learning styles together helps. Include everyone in the up-front planning and letting them choose their focus can make them more vested and excited to learn.

Navigating the transition to new technology can be daunting, but as a manager, your support is crucial. Foster open communication channels where team members can express concerns, seek assistance, and ask questions freely. Designate tech-savvy individuals as 'technology champions' to provide peer support and encourage others. This supportive atmosphere not only alleviates the learning curve but also cultivates a collaborative team spirit, ensuring everyone feels empowered and valued throughout the transition process.

When my team struggles to adapt to new technology, firstly, I prioritize providing support by establishing a helpdesk or a go-to team of technology champions who can offer immediate assistance and guidance. This includes creating a repository of resources, FAQs, and tutorials accessible to everyone. Encouraging a culture of patience and continuous learning helps too, as does recognizing and rewarding quick adopters and those who help others. Regular check-ins to address concerns and celebrate progress are also key in fostering a supportive environment.

Transitioning to new technology can be daunting, so it's crucial to provide ample support throughout the learning process. Establish dedicated support channels such as help desks, forums, or Slack channels where team members can ask questions, troubleshoot issues, and exchange knowledge. Assign experienced mentors or champions who can offer personalized guidance and encouragement to those who need it.

Compartilhar os desafios e reconhecer cada pequeno esforço gera grandes resultados. É necessário se manter sempre presente para que o progresso do time seja medido.

O melhor KPI para medir a performance de adaptação de sua equipe a um novo sistema, é a sua proximidade inter-relacional e a prontidão para receber reclamações de forma positiva. Assim terás todas as informações relevantes para validar se há progresso ou não, bem como com isso, saber os motivos. Mas o mais importante, valorizar o esforço, comemorar as pequenas vitórias e dar apoio. Monitorar o progresso é promovê-lo servindo a equipe da melhor forma.

Diving into new technologies needs continuous progress monitoring such as basic learning, software development, pilot plant progress and, so on. regular checking in each step and catching milestones can lead the team to the next step properly.

Monitor progress closely by tracking key performance indicators and conducting regular assessments. Identify areas where individuals or the team as a whole are struggling and offer targeted support or additional training. Celebrate small wins to maintain morale and motivation. Adjust your approach as needed based on feedback and observations to ensure continuous improvement. Effective monitoring helps address challenges promptly and keeps the team on track during the adaptation process.

When my team faces difficulties in adapting to new technology, I focus on monitoring progress closely. This involves setting clear, measurable goals and regular check-ins to evaluate how well the team is adjusting. Utilizing performance metrics and feedback allows for real-time insights into both individual and collective progress. It's crucial to identify areas where the team excels or lags, making adjustments to training or support as needed. Celebrating milestones and addressing challenges promptly ensures a smoother transition and boosts morale.

When your team struggles with a new technology, offer comprehensive training, encourage collaboration, and provide ongoing support. Set achievable goals, celebrate progress, and seek feedback for improvements. Lead by example, demonstrating enthusiasm for learning. Ensure access to resources like documentation and tutorials. Address resistance openly and proactively. Evaluate the effectiveness of your approach regularly and make necessary adjustments to facilitate adaptation.

I emphasize the importance of patience when my team struggles with new technology. Change takes time, and it's vital to remind everyone that it's okay to progress at their own pace. I encourage open discussions about challenges and ensure that no one feels left behind for needing extra help or time. Recognizing small victories and maintaining a supportive environment are key. This approach helps to reduce pressure and anxiety, fostering a positive learning atmosphere where patience leads to mastery and confidence in using the new technology.

Mapear o perfil individual de cada membro da equipe, faz com que seja possível prever dificuldades. Nestes casos a melhor alternativa é dividir tarefas entre cada profissional, responsabilizando-os por uma atividade que eles não tenham habilidade natural. Não deveria ser exatamente o oposto? Colocar o indivíduo que sempre se atrasa a controlar o cronograma faz com que ele seja pontual. Caso cuidasse de alguma tarefa que possui maior habilidade, com certeza, continuaria a falhar com seus prazos, prejudicando toda a performance da equipe. Assim acaba por desenvolver todos os profissionais da equipe a trabalharem melhor, adaptando-se a mudança. Para resultados diferentes, diferentes formas de gestão.

In my experience, encouraging patience and resilience is the key to help the team adopt to changes in any area, be it a new technology or the simple daily processes. Not everyone in the team grasps and adapts as quickly as you, and it is important to get everyone together on the same page so that none feels left behind.

Absolutely, embracing new technology is a journey, not a sprint. Reminding the team that it's alright to take the necessary time to become proficient. Emphasize patience and resilience, highlighting that every team member's contribution matters. Celebrate small wins to maintain morale and reinforce that everyone is on this learning journey together.

Struggling does not mean you are unwilling or you cannot do it at all. It simply means you need a hand to help you get it right by being shown and told patiently and clearly how it is done. So if your team is struggling with technology or anything for that matter, the first step is to establish the facts - what exactly is the real impediment? Is it something the team or you can do something about? Is everyone having the same difficulty as everyone else or have other members found a way to overcome the hurdles? What is required to assist the team members? What causes the problem? Having established the facts you can then co-create practical solutions to the presenting problem or problems. You get buy-in by showing benefits of the solution

To help a team adapt to new tech, foster an environment that values change and innovation. Encourage openness to change, allow experimentation like Google’s ‘20% time’, and promote collaborative learning. Diverse perspectives from different departments can spark new ideas. Support your team with resources for exploration and acknowledge innovative uses of technology. Implement the best ideas and continue to iterate on them. This not only helps in adapting to new technology but also in improving efficiency, creativity, and satisfaction, turning challenges into opportunities for growth.

Uma das coisas mais importantes num processo de inovação é dar segurança necessária para que a equipe cometa erros e não desistam, se sintam motivados para tentar, tentar até encontrarem as soluções. A inovação exige confiança!

To facilitate a team's adjustment to new technology, cultivate an environment that champions change and innovation. Foster a culture of openness to new ideas and experimentation, drawing inspiration from initiatives like Google's '20% time'. Encourage collaborative learning and welcome diverse perspectives from various departments, as they can ignite fresh insights and ideas. Provide ample resources for exploration and recognize innovative applications of technology. Act on the most promising concepts and iterate on them continuously. This approach not only aids in embracing new technology but also enhances efficiency, creativity, and job satisfaction, transforming challenges into avenues for growth and advancement.

Encourage team members to explore the full potential of the new technology and think creatively about how it can be applied to solve existing challenges or improve processes. Create opportunities for experimentation and brainstorming sessions where team members can share ideas, prototype solutions, and iterate based on feedback. Recognize and reward innovative thinking to incentivize ongoing exploration and creativity.

In my experience, I faced this challenge when we hired 2D animators for a computer animation project that had Disney style sensibilities. The animators were extremely competent but technology was very hard for them at the start. To make it easy we did 4 things 1. Paired up animators (tech savvy with struggling ones) 2. Identified work that ate into their animation time (for example, rendering) and freed them from such tasks through developing new tools 3. Increased the animation directors from one to two for additional coaching. 4. Celebrated their small wins To sum up, - support them with peers and leaders - free them from non essential tasks - motivate & coach consistently - accept the reality & improve your inner dialogue as a leader

Create and proof with pilot projects. Clear quantitative vs qualitative achievements on set target. Appreciation and rewarding process to encourage end users in adopting new technology.

Is this about struggling to adapt to new technology or could it be something else? After all, I have to assume you hired good people. So, is it really a competency, EQ, or IQ issue? What if it was more of a BUY-IN issue. It's not that they're struggling to adopt to the new technology. It's the fact that the manager is struggling to get them to adapt to the new technology! Managers rarely take the time to set positive intent, WHY they're making a change & most importantly, sharing the BENEFIT for them! Otherwise, why would they change? Then, resistance is imminent. Compound the fact that adoption of technology is pathetically poor, companies get seduced by the next best thing-forgetting that technology doesn't sell. Salespeople sell.

Promote them to take 100% ownership of the technology, do we really think the team still struggle to understand the new technology when the team is accountable. Survival matters vs competency

1. Encouraging team members to experiment with the new technology and try out different features and functionalities to get more comfortable with it. 2. By Identifying team members who are more comfortable with the new technology and assign them as champions to help support and train their colleagues. 3.Keeping an open line of communication with team members to address any concerns or difficulties they may be experiencing with the new technology. 4.By Setting achievable goals and milestones for the team to work towards when adopting the new technology, to help them see progress and stay motivated. 5. Recognizing and celebrating the team's successes and achievements when using the new technology, to boost morale and motivation.