This course contains the use of artificial intelligence.

The system is bought, the launch is done, and people still work in spreadsheets. Here are 368 tools to do it in the right order: 195 ready-to-use procedures, checklists, question lists, templates and matrices, 106 models and methods, 66 services and apps shown on screen, and 1 downloadable workbook.

Open a lecture, take the tool, use it on the rollout you are in now.

Why most transformations automate the mess

The order is almost always wrong. A platform is chosen because a competitor has it. It lands on a process that nobody has ever described, so the first thing it does is run the old confusion faster and in plain sight. Nobody diagnosed the organisation, so resistance looks like people being difficult, when they are protecting something that works. And there was no baseline, so nobody can show that anything improved. The next initiative starts with less trust than this one.

What changes after this course

You go in the order the work needs. First the goal and an honest look at where you are. Then the diagnosis of the organisation. Then the process, redesigned on paper. Only then the system, chosen by criteria you set before the first vendor demo. And all the way through, the people: what they will lose, what they will gain and what will make the first step easy.

What is inside: 368 tools, counted lecture by lecture

You do not have to take this number on trust. Open any lecture and read its description: every tool inside is listed there by name.

• 195 ready-to-use tools inside the presentations:
• 61 step-by-step procedures and workflows: IT strategy development procedure, digital transformation procedure, process improvement procedure, change request management procedure
• 38 checklists: IT current-state assessment checklist, technology vendor selection checklist, pilot launch checklist, HRIS selection checklist
• 37 question lists and scripts: CIO-CFO conversation script, technology value assessment questions, OD diagnostic interview script, organizational change readiness questions
• 27 templates and sample documents: IT strategy template, IT roadmap, project charter, communication plan template
• 23 scorecards, rubrics and matrices: digital maturity model, impact-effort matrix, IT outsourcing decision matrix, ATS comparison matrix
• 6 formulas and metric sets: IT strategy success metrics, DORA metrics, IT project and portfolio success metrics
• 3 other working tools: personal history team exercise, team effectiveness feedback exercise, event-driven process chain
• 106 models and methods explained with examples: ADKAR model, ITIL, COBIT, Zero Trust, data mesh, DevOps, minimum viable product
• 66 services and apps shown on screen, from a quick look to a detailed demo: Greenhouse, Lever, Workable, BambooHR, Docebo, Confluence, Miro, Lucidchart and others
• 1 downloadable workbook: Rollout readout workbook

Where the tools are

• The technology leadership frame (3 sections, 108 tools). Strategy and digital maturity, infrastructure, continuity and regulation, the function and its vendors, data, choosing technologies, ITIL, COBIT and the project portfolio.
• Diagnosing and changing the organisation (3 sections, 111 tools). Getting permission to start, assessment and feedback, interventions at the level of a person, a team and a process, and proof that it worked.
• Redesigning the process (3 sections, 77 tools). Waste and maturity, mapping, root causes and advanced analysis.
• Selecting the systems (3 sections, 74 tools). How to choose and negotiate, learning and collaboration platforms, chatbots and AI inside your systems. The examples here are HR systems: applicant tracking, HR information and learning platforms.
• Carrying people through it (2 sections, 32 tools). How people react to change, the eight steps, urgency, vision, quick wins and making it stick.

What this course is not

It is not a technical course: there is no coding and no configuration of a specific platform.

Who is teaching

I am Mike, the #1 HR instructor on Udemy, with 1,800,000+ course enrollments from 170,000 students, and the author of about 200 books on Amazon. I built the people system at Preply as it became a unicorn and worked at Wargaming, iDeals and Alfa-Bank across 20 years in HR. I hold PHRi, SHRM-CP and HCI sHRBP certifications and represent HRCI in Eastern Europe. I am also a founder and lead the strategy of my own academy.

When I joined iDeals, I introduced automation first and not last, while people were still open to everything new and before we hired many more who would have to be retrained. I had to roll out many systems at once and knew it usually meets resistance, so I worked with emotions too. We put up posters, invited everyone at four on a Friday and turned on light music. I said: today we show you the new systems, and then there is a party; you do not need to memorise anything. After the presentation there were cocktails and cupcakes in the kitchen. It went smoothly, without resistance.

How to use the course

Start with the first lecture and its workbook: it shows whether your rollout changed anything. Then go in order if you are at the start of a transformation, or open the block for the stage you are at: diagnosis, process, systems or people. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.

What is included

• 39 lectures across 15 sections, 20.5 hours
• 38 downloadable resources: the lecture presentations and a workbook
• 368 tools across the lessons, ready to copy into your own work
• Lifetime access to all materials
• Active instructor support in the Q&A section
• A Udemy Certificate of Completion

Where to start

Take the last system your company rolled out. Open the first lecture and fill in the rollout readout workbook: what changed for the people who use it. Enrol now and start your first lesson today.