Drive Adoption and Value From Organizational Change
Champion OCM and leave nothing behind.
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Emerging technologies and the ever-changing landscape require significant organizational changes led by IT. However:
- People believe that they can change or transform the organization simply by implementing technologies.
- The project and/or program might be completed but the value anticipated is never perceived or sustained.
- Not only objectives are not being achieved, but IT’s relationship with other business areas could be erode.
Effectively planning for the people-side of change will result in the change being adopted and sustained long-term by:
- Initiating OCM with the origin of the idea and supporting people throughout the process to ensure engagement and commitment.
- Assess readiness and stakeholders to create a customized, relevant, and detailed action plan to effectively address change.
- Developing a flexible OCM strategy that will be revisited and refined in different moments during the change process to ensure it remains effective and relevant.
- Take the time upfront to be planful about change and sustainment strategies and accountabilities.
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Onsite Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn’t enough, we offer low-cost onsite delivery of our Project Workshops. We take you through every phase of your project and ensure that you have a road map in place to complete your project successfully.
Book NowModule 1: Answer “Why and What?”
The Purpose
Assess the organization’s OCM maturity and the drivers forcing the organization to change.
Key Benefits Achieved
- Understand organization’s current strengths and weaknesses regarding OCM, the purpose of the chosen change, and develop a compelling future-state vision.
| Activities: | Outputs: | |
|---|---|---|
| 1.1 | Assess the current OCM maturity. |
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| 1.2 | Define the change pilot. |
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| 1.3 | Identify change drivers, value sources, and create a purpose statement. |
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| 1.4 | Create a change vision statement. |
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Module 2: Prepare and plan the change
The Purpose
Assess impacts, risks, analyze impacted groups to identify the required change team and break change into critical change moments.
Key Benefits Achieved
- Clear understanding of impacts, risks, and impacted groups’ needs.
- Defined change team, roles, and responsibilities.
- Overall change broken into digestible critical change moments with identified metrics.
| Activities: | Outputs: | |
|---|---|---|
| 2.1 | Assess organizational change impact. |
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| 2.2 | Analyze impacted groups/individuals. |
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| 2.3 | Define the change team and roles. |
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| 2.4 | Break change vision into critical change moments. |
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| 2.5 | Identify success metrics. |
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Module 3: What to expect during the change process
The Purpose
Create tailored communications, training, resistance management and feedback gathering plans.
Key Benefits Achieved
Tailored plans to fulfill impacted groups/individuals needs rather than leaders’ guesses.
| Activities: | Outputs: | |
|---|---|---|
| 3.1 | Create a communications plan. |
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| 3.2 | Identify gaps and plan for required training. |
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| 3.3 | Define resistance management tactics. |
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| 3.4 | Define feedback gathering and evaluation methods. |
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Module 4: Achieve and sustain the intended value
The Purpose
Plan upfront a sustainment strategy.
Key Benefits Achieved
Clearly identified required sustainment components and plans to implement them.
| Activities: | Outputs: | |
|---|---|---|
| 4.1 | Identify the required sustainment components. |
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| 4.2 | Plan for post-project sustainment, and benefits realization accountabilities. |
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