Change is inevitable in business environments – whether it’s a new technology, process improvement, or organizational restructuring. The ability to manage this change effectively can make or break an organization’s success. This is where Organizational Change Management (OCM) comes in – a structured approach focused on preparing, equipping and supporting individuals to adopt changes, ensuring that desired outcomes are achieved. If you’re wondering, “what is Organizational Change Management?”, look no further! The answers are right here.

What is Organizational Change Management?

Change management is more than just a plan to communicate upcoming changes. It’s a discipline focused on the people side of change! The goal? To help individuals transition from their current state to the desired future state while minimizing resistance and maximizing adoption.

At its core, it involves understanding the needs of the people affected by the change, providing them with the tools and support to embrace it. When done effectively, organizations can utilize change management to achieve faster adoption rates, improved proficiency, and a more engaged workforce.

Why is Change Management Important?

Without change management, organizations face significant risks:

Failed project outcomes: Key objectives are not met.
Extended timelines: Delays increase costs and reduces efficiency.
Low adoption and usage: People resist or fail to utilize the new system, process, or structure.

On the other hand, organizations with excellent change management experience:

Faster adoption: Employees embrace and utilize the change more quickly.
Improved engagement: Teams remain committed and motivated during transitions.
Better outcomes: Changes are implemented successfully, delivering the expected value.

The Role of the Prosci ADKAR® Model

One of the foundational models in the Prosci Methodology is the ADKAR Model. The word “ADKAR” is an acronym representing the five key outcomes individuals need to achieve for a change to succeed:

Awareness

Understanding why the change is happening.
Employees need to know the reasons behind the change to feel its importance and urgency.
Example: “This new system will help us serve customers faster and reduce errors.”

Desire

Building a personal willingness to participate and support the change.
Desire stems from understanding what’s in it for them - how the change will make their work easier or more rewarding.
Example: “With this change, you’ll spend less time on tedious tasks and more time on meaningful work.”

Knowledge

Providing the training and information needed to implement the change.
Knowledge includes understanding new processes, systems, or behaviors.
Example: Offering workshops or resources to ensure employees know how to use a new platform.

Ability

Enabling employees to apply their knowledge in the real world.
It’s about practice, feedback, and overcoming challenges.
Example: Hands-on practice sessions and support as employees adapt to the new way of working.

Reinforcement

Ensuring the change sticks by celebrating successes and addressing roadblocks.
Reinforcement can include recognition, ongoing support, and revisiting goals.
Example: Celebrating milestones and providing consistent feedback loops.

OCM: A Structured Yet Flexible Approach

Change management isn’t one-size-fits-all. Depending on an organization’s needs, the scope of OCM can vary from supporting a specific project to embedding change management as an organizational capability.

A structured approach like the Prosci Methodology provides a clear framework, but it’s essential to tailor it to the unique dynamics of each organization. This flexibility ensures that employees feel supported, heard, and equipped to succeed.

Furthermore, OCM is about more than just implementing change - it’s about ensuring that change is adopted and sustained. By focusing on the people side of change and leveraging tools like the Prosci ADKAR Model, organizations can navigate transitions more effectively and achieve their desired outcomes.

Change is hard, but with the right approach, it can lead to growth, innovation, and success! Need assistance with change management? Reach out - I’d love to see how I can serve your organization!

What is Organizational Change Management (OCM)?: A Beginner’s Guide