In my organization, “The One Dashboard” was introduced in my previous discussion.
Awareness: The organization communicated the purpose of the new system early through emails and meetings. Most employees were aware of the change and its benefits.
Desire: This area was weaker. Many employees did not feel involved in the decision-making process and were hesitant to shift from familiar tools. There was limited effort to build motivation or address concerns.
Knowledge: Training was provided but it did not always meet the specific needs of different teams. Some users were unclear on how to apply the dashboard to their roles.
Ability: During implementation, many employees struggled to use the demo system effectively. There was not enough hands-on support or role-specific guidance to help users feel confident.
Reinforcement: While leadership continued to promote the dashboard, there was limited follow-up, recognition or feedback mechanisms to ensure long-term adoption.

The One Dashboard idea was a valuable initiative but the organization could have better managed the change by involving employees more and providing ongoing support.