The Maker Movement is a frame work of steps centred on building an enabling community that give a way to iteratively grow engagement and adoption.

In this post you’ll get a high level overview of the steps to Establish behaviours, enable those behaviours to deliver value, and use story telling to reinforce those behaviours and attract others to join the movement too!

The key ingredient is… fun!

Viral Change is a method of creating pull and attract people to the Power Platform! We want people to see what’s being done, how someone is doing it, recognise the value in doing it, join in and become part of something, and to call to their friends and colleagues to encourage them to join too, and where possible to have fun doing it too! But how? I’ll tell you in this week’s blog post! 😁

Organisational Change Management is a important topic and one which is often overlooked, underestimated, and / or undervalued!

In this post we’ll explore elements of this and how we can look at top down or bottom down change approach to support our Power Platform adoption and enablement.

How do we define a vision and strategy for our Power Platform Implementation? Then break that down into a roadmap of goals which we can translate down into a series of aligned activities to achieve our vision over time.

So… Where to start… The approach I’m going to use to break this down is to talk about Vision, Strategy, Roadmap, and OKRs and we’re going to think about Power Platform in our organisation as a ‘Product’ rather than a ‘Project’.

When we tend to talk about ‘Value’ we usually hear conversations about how much time the thing saves… How much lower costs are… How output has been increased… How quality has been improved… These are all types of value and they’re all valid an important. But there’s more to consider here… MUCH more!

In this post I’m going to explain how I think about value of the power platform and how we maximise it!

Once size doesn’t fit all with governance! What might be right for one ‘Size’ of solution may be drastically over bureaucratic for another.

Using a scalable governance model, that can be understood and followed by anyone in an organisation!