I just read an article in CIO.com that spotlighted the ever growing Salesforce ecosystem and the high demand for skills to support Salesforce implementations. This is great news for those of us who get to work in this exciting ecosystem.
“It’s one of the fastest-growing, most in-demand skills out there. And it’s ubiquitous. From software developers, solutions architects and designers to project managers and marketing and sales professionals, it’s a skill that almost every professional can benefit from…Salesforce is now the 7th most in-demand software skill, up from number 18 just four years ago. That puts demand for Salesforce [skills] ahead of IT stalwarts such as Python, .Net, and C++, and in line with commonly used applications such as Adobe Photoshop…”
As I read the entire article and all its exciting claims and predictions, I noticed it lacked any mention of the growing importance of organizational change management skills to support the successful adoption of Salesforce. After all, isn’t that what it is all about? Isn’t adoption a key ingredient to achieve efficiency for your organization and satisfaction for your customers and workforce?
Yes, there are Salesforce Administrators, and Salesforce Developers, but where are the Salesforce Adoption & Change Developers? I am here to tell you such talent does exist out there, you just have to know how to look for them, and better yet, how to empower them. Having taken a number of the Trailhead classes, I would love to co-author an emerging curriculum around managing change for customers making the jump to the cloud, and on to the Salesforce platform. In the current catalog of offerings there is one called Change Management, but that is the configuration management type, not the people change type. The latter is often time harder than the former.
As a Change Leader supporting the successful adoption of Salesforce for a number of our customers, I wanted to share a few of my insights and observations over the past few months:
- Simplify and reduce the burden of training.
Focus on the top five or 10 benefits you want your sales people to get out of the system. Think of it like an episode of SportsCenter. You don’t need to embark on an exhaustive play-by-play recap of the entire system – your sales team just needs the highlights. That is all your sales folks can put on their plate right now. Give them the top plays now and let them explore based on gained confidence and camaraderie after that point.
- Make the training memorable, not miserable.
Engage your executives to partner up with sales people and demonstrate how they use the system gain time back, make better decisions, and delight customers using Salesforce. By demonstrating their use, and belief, of the system, executives can significantly reduce resistance among the ranks.
- Show the simplicity and power of entering data real time.
Meet people where they are at and delight them in having a complete picture and understanding of what it is like to enter data real time. Focus on what can be done really well in the system, leave a good impression and instill confidence in the sales teams on behalf of your digital transformation goals. Sometimes this means starting small, and building from the achievements.
Stay tuned for more tips and insights on Salesforce adoption in your enterprise in two future blogs, where I will combine forces with our CRM experts to capture stories.