Successful last planner system software implementation requires a capable team. The right people with the right skills, organized effectively, make the difference between transformative success and abandoned initiative. Understanding how to build an implementation team sets the foundation for lasting change.
People implement. Teams transform.
Implementation Team Functions
The implementation team performs critical functions:
Planning: Designing the implementation approach.
Configuration: Setting up construction software appropriately.
Training: Building organization capability.
Support: Helping users succeed with the system.
Improvement: Refining implementation based on experience.
Team Roles
Key roles in the implementation team:
Executive Sponsor
Authority: Senior leader with organizational authority.
Resources: Can allocate budget and time.
Protection: Shields initiative from competing priorities.
Visibility: Shows leadership commitment.
Implementation Lead
Day-to-day leadership: Drives implementation activities.
Coordination: Coordinates across team members and projects.
Problem-solving: Addresses challenges as they arise.
Progress tracking: Monitors and reports implementation progress.
Project Champions
On-site leadership: Lead implementation on specific projects.
Facilitation: Often facilitate planning sessions.
Support: Help project teams use the system.
Feedback: Provide input on what's working and what isn't.
Technical Lead
Software expertise: Deep knowledge of lookahead schedule software.
Configuration: System setup and customization.
Integration: Connections with other systems.
Training: Technology-focused training delivery.
Methodology Expert
Last Planner knowledge: Deep understanding of principles and practices.
Training: Principle and process training delivery.
Coaching: Help teams apply methodology correctly.
Standards: Develop organizational standards.
Team Size
Team size depends on organization size and implementation scope:
Small organization: 2-3 people, often part-time.
Medium organization: 4-6 people, mix of dedicated and part-time.
Large organization: 8+ people, more dedicated roles.
Scale appropriately for your organization.
Selecting Team Members
Choose team members with:
Credibility: Respected by peers and leadership.
Interest: Genuine interest in Last Planner success.
Capability: Can learn and apply new approaches.
Time: Available to dedicate to implementation.
Communication: Can explain and persuade effectively.
Foreman scheduling app champions should be field-credible.
Team Development
Develop team capabilities:
Last Planner training: Deep understanding of methodology.
Software training: Proficiency with construction schedule app tools.
Facilitation skills: Ability to lead effective planning sessions.
Change management: Understanding of how to drive change.
Peer learning: Learning from other implementations.
Team Organization
Organize the team effectively:
Clear roles: Everyone knows their responsibilities.
Communication: Regular team communication.
Coordination: Aligned activities across projects.
Decision authority: Clear decision rights.
Escalation: Path for issues requiring higher authority.
External Resources
Consider external support:
Consultants: Last Planner expertise for initial implementation.
Software vendor: Configuration and training support.
Training providers: Specialized training delivery.
Peer organizations: Learning from similar organizations.
Balance external support with internal capability building.
Steering Committee
Consider a steering committee for governance:
Senior leaders: Multiple executives for broad support.
Regular meetings: Periodic review of implementation progress.
Decision support: Help with decisions requiring authority.
Resource allocation: Ensure adequate resources.
Team Meetings
Establish regular team meetings:
Weekly coordination: Short meetings to coordinate activities.
Monthly review: Deeper review of progress and issues.
Project reviews: Assessment of implementation on specific projects.
Rolling lookahead schedule for implementation activities.
Team Communication
Enable effective communication:
Shared channels: Communication tools for team collaboration.
Document sharing: Access to implementation materials.
Issue tracking: System for tracking and resolving issues.
Progress reporting: Regular updates to stakeholders.
Team Evolution
Teams evolve as implementation matures:
Early phase: Heavy focus on planning and initial deployment.
Growth phase: Expanding to more projects, more training.
Maturity phase: Sustaining and improving ongoing use.
Integration phase: Embedding into standard operations.
Field management software adoption follows this evolution.
Succession Planning
Plan for team continuity:
Knowledge transfer: Document key knowledge.
Backup roles: Multiple people for key functions.
Development: Grow new team members over time.
Transition: Smooth handoffs when people change.
Measuring Team Effectiveness
Track team performance:
Adoption metrics: Construction software usage rates.
PPC trends: Are projects improving?
Training completion: Are people being trained?
Satisfaction: Are users satisfied with support?
Subcontractor management software adoption reflects team effectiveness.
Common Team Challenges
Teams face common challenges:
Time competition: Implementation competes with other work.
Inconsistent support: Leadership attention wanders.
Skill gaps: Team lacks needed capabilities.
Coordination: Difficulty coordinating across projects.
Burnout: Sustained effort is tiring.
Address through adequate resources, clear priorities, and support.
Conclusion
Building an effective implementation team is essential for last planner system software success. The right roles, capable people, appropriate organization, and ongoing development create teams that drive transformation.
Invest in your implementation team. Weekly work plan construction discipline across your organization depends on the team that implements it.