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What is a SME?

An SME in the Transformation Team is a subject matter expert who provides their knowledge and expertise to help the team achieve its goals. SMEs can be from any department within the university, but they typically have a deep understanding of the specific area of transformation that the team is focused on.
SMEs play a critical role in the Transformation Team by:
  • Providing guidance and advice to the team on best practices and lessons learned.
  • Helping the team to identify and assess risks and opportunities.
  • Developing and testing new solutions.
  • Communicating with stakeholders and change management.
SMEs can also help to ensure that the Transformation Team is focused on the most important things and that their solutions are feasible and sustainable. 
 

What's in it for me?

There are many personal benefits to being an SME for the Transformation Team.
 
Here are a few examples:
  • Professional development: Being an SME in the Transformation Team is a great opportunity to learn new skills and grow your career. You will be exposed to new ideas and perspectives, and you will have the chance to work on challenging and innovative projects. Add all the work you have done to your PDR!
  • Impact: The Transformation Team and the projects it delivers have a significant impact on the university's goals and vision. By being an SME, you can play a key role in helping the university to achieve its goals.
  • Personal satisfaction: Being an SME in the Transformation Team can be a very rewarding experience. It is gratifying to know that you are using your skills and knowledge to make a real difference in your area and the university as a whole.
In addition to the above, being an SME in the Transformation Team can also help you to:
  • Build your network: You will have the opportunity to network with other SMEs from different departments and levels of experience. This can be helpful for your career development and for finding new job opportunities.
  • Enhance your reputation: By being a successful SME in the Transformation Team, you will enhance your reputation as an expert in your field. This can lead to new opportunities within the university.
  • Gain a sense of accomplishment: Working on a Transformation project can be challenging, but it is also very rewarding. When the team is successful, you will have a great sense of accomplishment knowing that you played a key role in that success.
Being an SME is a great way to use your skills and knowledge to make a difference, and to learn and grow as a professional.

What would be some of my roles and responsibilities?

The specific roles and responsibilities of an SME will vary depending on the team's goals and the SME's area of expertise. However, some general roles and responsibilities include:
  • Advise the team on best practices and lessons learned. SMEs typically have a deep understanding of the business and the specific area of transformation the team focuses on. They can use this knowledge to advise the team on best practices and lessons learned from other transformation projects.
  • Help the team to identify and assess risks and opportunities. SMEs can help the team to identify and assess the risks and opportunities associated with the project. This can help the team to develop a more informed plan and to make better decisions.
  • Develop and test new solutions. SMEs can help the team to develop and test new solutions to the challenges that they are facing. This can help the team find innovative solutions tailored to the university's specific needs.
  • Communicate with stakeholders and change management. SMEs can help the team communicate with stakeholders and change management. This can help ensure that everyone is informed about the transformation and is on board with the changes.
In addition to the above, SMEs may also be involved in other activities such as:
  • Developing and delivering training. SMEs may be involved in developing and delivering training to other employees on the new systems and processes that are being implemented.
  • Providing support to users. SMEs may be involved in providing support to users as they transition to the new systems and processes.
  • Documenting the transformation. SMEs may be involved in documenting the transformation process and the lessons learned.

Some tips for being an effective SME

SMEs play a critical role in the Transformation Team. Your knowledge and expertise can help the team to achieve its goals more quickly and effectively.
 
Here are some tips for being an effective SME in a transformation team:
  • Be proactive and share your knowledge and expertise with the team.
  • Be open to new ideas and feedback.
  • Be willing to help the team succeed.
  • Build relationships with other members of the team and with stakeholders.
  • Stay positive and motivated, even when things get tough.
We cannot do it without you. Please know your voice is important and we want to hear from you.

Testimonials from previous SMEs

"My time as a subject matter expert on the purchase card project was a valuable learning experience that I enjoyed. It was good to share my expertise while also expanding my knowledge. The experience was not only rewarding but also an achievement that I could add to my P&DR. I recommend any colleague approached to be an SME to embrace the opportunity."
 
Lee McClure - PA
 
"From November 2022 till March 2023 I was involved with a project in setting up the new Portal for Purchasing Card Payments.   My name had been put forward by line manager who knew I had a lot of experience of Agresso and I was a Purchase Card Holder.

I really enjoyed being part of the project team and felt really involved and able to contribute a lot of ideas and proposals.

I was involved with the testing of the new portal also.

The Transformation Team were all very friendly and made you feel like a valued member of the team.  I really enjoyed the experience and hope that I was able to make a telling contribution to the project."

Gary Jackson - Finance Office Administrator

What is a Change Agent?

Change agents play a vital role in helping organisations adapt to new challenges and opportunities. They can help to identify the need for change, develop a plan for implementation, and communicate the benefits of change to employees. Change agents also play a key role in supporting employees through the change process and helping them to adjust to new ways of working.
 
Here are some of the key roles of a change agent:
  • Identify the need for change. Change agents can help organisations identify areas where change is needed, such as to improve efficiency, reduce costs, or adapt to new technologies.
  • Develop a plan for implementation. Once the need for change has been identified, change agents can help to develop a plan for implementation. This plan should include specific goals, timelines, and resources.
  • Communicate the benefits of change. Change agents can help to communicate the benefits of change to employees and other stakeholders. This is important to help people understand why the change is happening and how it will benefit them.
  • Support employees through the change process. Change can be difficult for many people, so change agents can play a key role in supporting employees through the process. This can include providing training and resources and helping employees to address their concerns.
  • Help employees to adjust to new ways of working. Once a change has been implemented, change agents can help employees adjust to new ways of working. This can include providing support and guidance and helping employees to identify and overcome challenges.
Change agents play a key role in supporting employees through the change process. They can provide training and resources, and help employees to address their concerns. Once a change has been implemented, change agents can help employees adjust to new ways of working.
 

Why We Resist Change?

Change is inevitable, but embracing it? That's another story. Even the most well-intentioned initiatives can encounter resistance, and understanding why is key to navigating it. Enter Rosabeth Moss Kanter, a change management guru who identified 10 common reasons for our resistance:

  1. Loss of Control: Change feels like losing the steering wheel. Give people a sense of agency, involve them in the process, and emphasise their ability to adapt.

  2. Excess Uncertainty: The unknown is scary. Communicate clearly, provide regular updates, and paint a picture of the positive future your change brings.

  3. Surprise, Surprise!: Springing change on people throws them off balance. Be transparent about upcoming changes, give ample notice, and create space for questions.

  4. The "Difference Effect": We like our routines, thank you very much. Acknowledge the comfort in familiarity, but highlight how the change can improve things.

  5. Low Trust: Skeptical of the changemakers? Build trust by demonstrating competence, transparency, and a genuine commitment to their well-being.

  6. Fear of the Unknown: New things can feel risky. Focus on the potential benefits, provide training and support, and celebrate wins along the way.

  7. Inertia: Change takes effort! Make the transition as seamless as possible, offer resources, and recognise the extra work involved.

  8. Personal Loss: Change can mean losing things we value, like status or security. Be empathetic, address concerns directly, and offer solutions to minimise potential losses.

  9. Past Resentments: Old wounds can fester. Acknowledge past mistakes, demonstrate a commitment to learning, and build a positive future together.

  10. Imbalance of Power: Feeling like pawns in someone else's game? Share the decision-making process, empower individuals, and create a sense of ownership over the change.

Remember, resistance isn't always negative. It's a chance to listen, learn, and adapt. By understanding Kanter's framework, you can navigate resistance constructively and make change a smoother ride for everyone.