A Workfront Rollout That Succeeded Where Two Had Stalled
When two migration attempts stalled before training was ever involved, Imbibe's Chief Commercial Officer brought me in to design a transition built on relevance and trust — one that earned genuine buy-in and became the system the whole company runs on.
Client
Imbibe
Role
Transition Strategy & Training Lead
Scope
Company-wide
A rollout that stalled twice — and what changed the third time
Imbibe relied on Wrike for project management, but for a company whose business depends on delivering customer projects, Wrike couldn't provide the reliable progress tracking or cross-departmental transparency the business needed. Leadership selected Workfront as the replacement and set a launch date — but employee concerns about the transition were serious enough that leadership pushed the date back to build a better plan. The same thing happened a second time. After two stalled launches, Imbibe's Chief Commercial Officer brought me in to partner in solving the problem: not the software, but how to get a resistant company to adopt it.
Earning Trust Before Earning Adoption
The transition met serious resistance. Two attempts to move the company onto Workfront had stalled, and employees had lost confidence that the change would stick — or that it was designed with their work in mind.
The mandate was clear: minimize business disruption and earn genuine employee buy-in, not just compliance. Training had to rebuild trust, not just deliver information.
Training Built Around the Work, Not the Software
I partnered with the three subject matter experts (SMEs) who configured Workfront to fit Imbibe's workflows, and together we designed a training approach built around relevance and trust — not generic software instruction.
We built 24 department-specific learning paths so every team learned the system through their own work, not a one-size-fits-all walkthrough. Employees trained in segmented cohorts, combining self-directed modules with in-person sessions, so learning stayed both flexible and socially reinforced — critical for a rollout that needed to rebuild confidence.
Competence, not just attendance
After in-person training, employees completed a hands-on assessment performing real functions inside the system. Anyone scoring below 80% received a 1:1 session targeting their specific gaps — ensuring competence, not just attendance, was the bar for success.
Support didn't end at training. We staffed weekly office hours where SMEs held an open project room employees could walk into with questions once they were back in their day-to-day workflows — giving employees ongoing, personalized help whenever confusion came up.
From stalled to standard — now running company-wide
Measured across the company after full rollout.
100%
Employee participation — every employee trained and using Workfront
89%
On-time task completion, a stable shift in how work gets tracked
All
Company projects now active in Workfront with real-time, cross-departmental tracking
Adoption continues to deepen as department-specific workflows are built out — but the foundation is set: every employee trained, every project tracked, and a system that stalled twice now running company-wide.
Because we work better together
If you're navigating something similar — resistance, change, rebuilding trust — I'd love to compare notes.
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