ERP Project Leadership, Rescue, & Change Management Services

A Different Approach to ERP Success

Any consulting firm can assign a project manager. I provide senior, expert leadership that you won’t find anywhere else, and I have no agenda other than your success.

My services are built on a unique foundation of:

Decades of In-the-Trenches Experience Hands-on leadership on challenging enterprise projects, including complex Workday and D365 F&SC implementations.
Proprietary, Research-Based Frameworks Structured frameworks (The Eight Pillars and Adaptive 7, my seven-phase implementation model) that provide a clear roadmap, organize complexity, and ensure nothing critical is missed.
Experienced, Diplomatic Leadership Proven ability to manage the critical "people side" of projects and change, built on 13 years of formal management experience and hundreds of client engagements. My approach combines practical, diplomatic, leadership with the evidence-based frameworks from a recent degree in industrial-organizational psychology.

My Sweet Spot:Your Most Challenging Project

If your project is ‘easy’, I’m probably not the right partner for you. My rates are very competitive with those of implementation partners, but I do not compete on rate – I compete on value, and my value lies in solving complex, high-stakes, politically charged problems.

I am the partner you bring in when:

The project is at high risk of failure, or
Previous leaders have failed, or
The political or technical complexity is overwhelming, or
User adoption and organizational change are real barriers to success, or
All of the above.

If you are looking for a senior leader to provide a clear, proven framework and decisively guide your challenging project to success, we should talk.

My Approach

My frameworks are adaptive – your goals are the foundation of my engagement.

Listen and Understand

I start by listening to build an understanding of where you are and where you want to go.

Align & Plan

With a shared understanding, we work collaboratively to create a realistic plan, aligning stakeholders on goals and success criteria.

Execute & Deliver

With a shared understanding, we work collaboratively to create a realistic plan, aligning stakeholders on goals and success criteria.

Seasoned Leadership Where You Need It

Navigate the unique challenges of your ERP journey with a partner who brings both strategic vision and hands-on execution. Explore my core service offerings below, designed to provide leadership and proven methodologies where your project needs it most.

Leadership and Management for Challenging Projects

ERP projects are more than just technical. They are complex business transformations with high stakes, high budgets, and a high risk of failure. They demand more than managers; they require a hands-on leader who can navigate ambiguity without losing sight of the goal.

The Value Driven Project

Value drives a successful project. I keep your project centered on value from business case to launch and beyond.

The Eight Pillars Framework and the Adaptive 7 Methodology are explained in more detail on this site. Both the framework and the methodology were designed to be flexible enough to suit any approach you are taking.

Business Case Alignment The business case isn't a just used to justify the project, it is used to make decisions at every stage of the project.
Eight Pillars Planning The Eight Pillars and their taxonomies represent critical success factors that are used to plan the project.
Transparent Governance Clear governance structures ensure all stakeholders are informed and aligned.
Proactive Risk Management Early risk identification and mitigation strategies prevent project derailment.
Disciplined Execution Agile execution discipline reduces risk, and creates transparency for velocity and deliverables,

Expert Project Rescue & Turnaround

It is impossible to know what is going wrong if you don’t know what needs to go right. Getting that understanding was the driving force behind building the Eight Pillars Framework. Leveraging the framework, I can cut through the noise to determine why the project is stalled or in trouble.

J don’t have any ulterior motives – my goal is the team’s success.

Rapid Diagnostic & Assessment Use the Eight Pillars framework to identify critical failure factors.
Root Cause Identification Move beyond symptoms to uncover the underlying issues that are derailing the implementation.
Strategic Replanning Collaboratively develop a realistic recovery plan, and get alignment on that plan.
Stabilization & Risk Mitigation Early risk identification and mitigation strategies prevent project derailment.
Team & Stakeholder Restoration Rebuild trust, realign objectives, and secure buy-in from all critical parties, from the steering committee to the implementation team.
Hands-on Leadership Provide direct, on-the-ground leadership to drive the recovery plan forward, navigate political hurdles, and ensure successful delivery.

Evidence-Based Change Leadership

Going Beyond Compliance to Create Engagement

An ERP implementation has a profound impact on the people in an organization. Beyond user adoption and ROI, inadequate change management impacts trust, morale, corporate culture, and turnover.

Most change management processes focus on achieving compliance – people can and will do the work they have to do. The goal should be engagement – people work to make the system successful because they want to. My proprietary change framework builds on ADKAR as a baseline and strives for engagement.

The Blind Spot of ADKAR

ADKAR (Awareness, Desire, Knowledge, Ability, Reinforcement) is a roadmap for the steps of change, it’s a framework for what needs to happen. It’s the de facto standard for ERP change management. However, ADKAR has a blind spot – it’s the D.

You can set up extrinsic motivators to create compliance, but you can’t force the intrinsic motivators that create engagement, especially when the new system makes people in the workforce feel powerless and incompetent.

The ARC Framework for ERP Change

This motivational gap is addressed with my proprietary ARC Framework for ERP Change, a strategic extension to ADKAR grounded in the science of Self-Determination Theory (SDT), the motivational theory behind the New York Times #1 Bestseller “Drive: the Surprising Truth Behind What Motivates People”

The ARC framework is built on the principle that genuine engagement comes from satisfying the three universal psychological needs that drive all human motivation:

Autonomy: The need to feel a sense of choice and control.
Relatedness: The need to feel connected to others and a sense of belonging.
Competence: The need to feel effective and masterful in one’s work.

By blending ADKAR with ARC strategies, change management is transformed from a top-down mandate into a human-centric practice. It goes beyond managing change; building the conditions for your team to embrace the change.

The ARC Advantage: From Compliance to Engagement

The integrated ARC-ADKAR approach turns a major risk, user resistance, int. The result is a set of tangible business outcomes:

Increased User Adoption: Engaged employees use the system more effectively and consistently, unlocking its full potential.
Accelerated ROI: High adoption and proficiency mean you realize the promised business benefits faster.
Reduced Employee Turnover: Supporting your team’s psychological needs reduces burnout and retains critical talent.
A Change-Ready Culture: We build your organization’s “change muscle,” creating a more resilient and adaptive culture for future challenges.

Objective	Hidden Threat	ARC Enhanced Strategy
Communicate the need for change.	Relatedness Communication feels top-down and impersonal, fostering an “us vs. them” mentality between the project team and end-users.	Build Relatedness Frame the change around a shared challenge. Utilize respected peers and direct supervisors for communications and establish authentic, two-way dialogue forums to build trust from the outset.

Objective	Hidden Threat	ARC Enhanced Strategy
Foster the personal choice to support the change.	Autonomy, Relatedness & Competence The change is perceived as being “done to” employees (loss of control), it disrupts teams, and it makes experienced employees feel like incompetent novices.	Continuous, Intentional ARC Diligence Give employees a tangible sense of control over their domain (Autonomy), build a supportive community through champion networks (Relatedness), and provide early, low-stakes mastery experiences to build confidence (Competence).

Objective	Hidden Threat	ARC Enhanced Strategy
Provide training on how to change.	Competence Information overload from generic training leads to cognitive fatigue and a feeling of being overwhelmed, not empowered.	Meaningful Competence Create psychological safety. Provide role-based, just-in-time training. Explain the “why” behind new processes to foster understanding, not just rote memorization. Prioritize hands-on learning and simulations. Continued training and proactive support after go-live

Objective	Hidden Threat	ARC Enhanced Strategy
Ensure individuals can implement the change.	Competence & Autonomy The gap between theory and practice creates high anxiety. Rigid new processes prevent employees from using their expertise to solve novel problems.	Foster Mastery and Ownership Create safe “sandbox” environments for risk-free practice. Implement peer-mentoring programs (Relatedness). Establish feedback channels for users to suggest process improvements, giving them ownership (Autonomy).

Objective	Hidden Threat	ARC Enhanced Strategy
Make the change stick.	Autonomy Reinforcement based solely on compliance monitoring and extrinsic rewards can feel controlling and diminish intrinsic motivation.	Reinforce through Intrinsic Satisfaction: Publicly recognize and celebrate adoption (Competence), collaborative wins (Relatedness), and stories of how the new system creates organizational impact (Autonomy).