PDS Consulting / Change Management & Training
Change Management & Training Enablement
Most ERP and CRM rollouts don't fail because the system is broken. They fail because nobody uses it. PDS treats adoption as a first-class engineering problem — readiness, communication, role-based training, and sustainment — built alongside the implementation, so the system that goes live is the system that actually gets used.
At a glance
- Approach
- Adoption as an engineering problem — not an HR afterthought
- Engage
- 5 ways — from a 2-week readiness assessment to an ongoing coaching retainer
- Roots
- Built from inside tech delivery — not generic Prosci decks
- Pricing
- Quote, on scope — not on firm size
A working system no one uses is just expensive shelfware.
Mid-market rollouts get adoption wrong in three predictable ways: training is a one-shot video nobody remembers, the change strategy is generic slides that ignore the actual system going in, and there's no sustainment — so adoption decays to nothing within six months. We build the human side alongside the build, not bolted on at the end.
Does any of this sound familiar?
- A system went live last year, and the team still works out of spreadsheets.
- The training was a two-hour video, so predictably nobody remembers any of it.
- Go-live is in six months, and there's no plan for getting the organization ready.
- A past implementation went "live" but never reached real adoption.
- HR can run training, but can't design a change strategy for a system they don't know.
How we run it — five phases.
01 · Readiness & impact
Identify impacted groups, sponsors, champions, and resistors. Map current vs. target state per role. Surface cultural, capability, and capacity risks.
02 · Communication & strategy
Build the change narrative — why, what, when, who decides — and the communication plan across audiences, channels, and timing, in the leadership's voice.
03 · Training design
Role-based training tied to the actual system — guides, videos, e-learning, hands-on exercises, manager-led sessions — with screens of the real configuration, not a vendor demo.
04 · Delivery & enablement
Run training (in-person, virtual, blended), coach managers, support champions, and time delivery to the rollout sequence. Track engagement and competency.
05 · Reinforce & measure
Track adoption metrics, gather feedback, deliver refreshers, find struggling cohorts, and course-correct — sustaining past the go-live cliff.
We partner with your HR / L&D team, we don't replace them. They know your culture; we know the system. The strategy is co-designed and the training co-delivered.
What you're aiming at.
- Measurably higher adoption at 30 / 60 / 90 days than a comparable rollout without it.
- Lower support volume during transition — fewer "how do I…" tickets and escalations.
- Faster time-to-productivity — users hit baseline competence weeks earlier.
- Sustained behavior change instead of quiet abandonment — adoption still healthy at 6 months.
- Enablement materials that survive turnover and onboarding.
What you get.
- Stakeholder & impact map + readiness assessment
- Change strategy, communication calendar & key-message library
- Role-based curriculum + materials + facilitator guides
- Live training delivery + manager toolkits & coaching
- Adoption dashboards + a sustainment plan
Outcomes are what these engagements are built to deliver, grounded in 15+ years inside multi-year programs where adoption was the difference between success and failure. As PDS engagements close, this section gets measured numbers.
Five ways to engage.
Run the full program alongside an implementation, or take just the piece you need — quote-only, scoped to the work.
Change Readiness Assessment
2 weeks · Stakeholder mapping, impact analysis, readiness scoring, recommended approach. No build, no delivery.
Training Workshop Series
4–6 weeks · Role-based training design and delivery for clients who already have a change strategy and just need training executed.
Change Management Program
8–12 weeks · The flagship — full strategy, communication, training design, delivery, and adoption tracking. The default for most rollouts.
Embedded Change Lead
Multi-month · A change practitioner embedded inside the implementation team for the full rollout — change leadership, not just delivery.
Adoption Coaching Retainer
Ongoing · Post-go-live sustainment — refreshers, adoption tracking, struggling-cohort intervention, manager coaching, materials updates.
Why bring PDS in for this.
Adoption is the failure mode
Most rollouts ship a working system, then watch the team route around it within six months. We treat adoption as something sized, scoped, instrumented, and reinforced — because configuration without it is shelfware.
Tech-delivery roots, not HR roots
Most change practitioners apply generic ADKAR decks to systems they've never used. Our practice is built from inside tech programs, so the strategy lines up with how the rollout is actually happening.
Frameworks are in the toolkit, not the deliverable
Prosci, ADKAR, Kotter — useful skeletons, but they don't tell you what to communicate, when, to whom, about your system. We design the strategy; the framework stays under the hood.
Right-sized between trainer and Big 4
A freelance trainer delivers sessions; a Big-4 practice delivers a 200-page deck and hands off before go-live. PDS stays through sustainment — the deliverable is adoption, not slides.
Most often runs alongside an ERP or CRM implementation, where adoption decides whether the investment pays off.
No pitch, no pressure
Going live and worried it won't stick?
A 30-minute call is enough to gauge your adoption risk and what a right-sized change plan would look like for the system you're putting in.
Book a call →Or email directly: info@prendergastdigital.com