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Organizational change management (OCM) is a specific area of change management. It is often required for a project to succeed. Other parts of change management can be changes internal to the project: its scope, budget, requirements, etc. Organizational change management usually refers to the changes that will remain in the organization after the project is completed. Some examples are changes to

  • the organization's goals or structure
  • how operational activities are performed
  • who can approve budgetary decisions
"Organizational change management (OCM) is a framework for managing the effect of new business processes, changes in organizational structure or cultural changes within an enterprise. Simply put, OCM addresses the people side of change management."[1]

There are multiple OCM frameworks and certifications. Three common ones and their steps are

  1. Lewin’s Change Management Model - unfreeze, transition, refreeze
  2. McKinsey 7-S Model - Shared values, Strategy, Structure, Systems, Style, Staff, Skills
  3. Kotter’s 8 Step Change Model -
1. Create a sense of urgency for the change.
2. Build a coalition dedicated to change.
3. Create the vision for change.
4. Communicate the need for change, enlisting others.
5. Remove obstacles, or empower staff with the ability to change.
6. Create short term wins.
7. Stay persistent. Build on initial success.
8. Institutionalize the change.[2]

Related: communications calendar, plan stakeholder management, organizational change management plan, organizational culture

External linksEdit

ReferencesEdit

  1. DEFINITION: organizational change management (OCM) on TechTarget, SearchCIO section. Quoted February 9, 2017.
  2. Three Types of Change Management Models by Bree Normandin. On Quickbase.com. August 28, 2012.

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