Advice & Resources, Executive Search & Interim, Industry Insight
ERP projects rarely fail because of the technology. They fail because people don’t use the system properly.
You can deliver the perfect configuration. You can complete every testing cycle. You can hit the go-live date.
But if employees don’t understand the system, don’t trust it, or don’t change how they work, the ERP programme won’t deliver the value it promised.
This is exactly where we see organisations come unstuck. And it’s why the Training and Change Management phase is one of the most commercially critical parts of any ERP implementation.
It’s also where the right interim talent makes the difference between a successful rollout and a slow, painful adoption.
ERP systems fundamentally reshape how people do their jobs across finance, procurement, operations, and beyond.
Without the right support, this creates friction. Teams revert to old processes, confidence drops, and the system becomes underused.
Bringing in experienced ERP change and training interims gives organisations the capability to manage that shift properly, without overloading internal teams who are already stretched by the programme itself.
ERP training isn’t about handing over a user guide and hoping for the best.
Strong interim change professionals design tailored training programmes aligned to how each function actually operates.
This typically includes:
The focus is simple. Not just how the system works, but how people use it in their day-to-day roles.
One of the most common gaps we see is a heavy focus on system training, with very little emphasis on engagement.
Experienced ERP change interims bridge that gap by helping employees understand why the change matters.
They connect the system to real outcomes:
When people see the benefit to their own role, adoption accelerates naturally.
ERP programmes touch almost every part of the business. Without clear communication, uncertainty builds quickly.
Strong interim change leaders bring structure and clarity, ensuring messaging is consistent across the organisation.
They help answer the questions employees are already asking:
That clarity reduces resistance and builds trust at a critical stage of the programme.
Some of the most effective drivers of ERP adoption aren’t in the project team. They’re within the business itself.
Experienced interims identify and develop change champions across departments who:
This creates internal ownership, which is often the difference between short-term compliance and long-term adoption.
By the time organisations realise adoption is at risk, it’s often late in the programme and internal capacity is already stretched.
That’s why we’re seeing a clear shift in the market. Businesses are bringing in ERP change and training specialists earlier, particularly on an interim basis, to protect delivery.
The advantage of interim talent in this space is speed and experience.
You’re bringing in individuals who have delivered multiple ERP programmes, understand the common pitfalls, and can add value from day one without a long onboarding process.
ERP implementations are significant investments. But the return isn’t realised at go-live, it’s realised through adoption.
Bringing in specialist ERP change management interims helps organisations:
Put simply, the success of your ERP programme is defined by how your people use it.
At Broster Buchanan, we work closely with organisations delivering ERP and transformation programmes to provide experienced interim change professionals at pace.
This includes:
We’re actively supporting clients with upcoming go-lives and can provide immediate access to proven interim talent who have delivered across major ERP platforms.
If you’re approaching the Training and Change Management phase, or if adoption is becoming a concern, it’s worth having a conversation early.
If you’d like insight into the ERP change and transformation interims currently available, or want to benchmark your approach to training and adoption, get in touch with our team.
