OCM: One Size Fits None

It’s human nature to strive for excellence. Amazon offers same-day delivery, Google provides internet searches in less than a second, and groceries can be on your doorstep in minutes. Similarly, some organizations attempt to ‘rinse and repeat’ organizational change management offerings to be more effective and efficient; but at what cost? Do some organizations just try to check the ‘OCM box’? We met with Scott Feder, Organizational Transformation Leader, to understand why organizational change management strategies are one size fits none.  

Avoid generic OCM checklists 

Tools and templates are designed for reuse. These time-savers are known for their ‘plug and play’ ability and help practitioners avoid reinventing the wheel. Organizational change management strategies don’t fall into the plug and play category, but that doesn’t stop some companies from trying. These companies try to skip the development of an OCM strategy by using an all-encompassing ‘OCM checklist,’ that includes every single OCM task imaginable. The risk in following a mega OCM checklist is that many to-dos may not be relevant to every project due to project dynamics, company culture, the technology solution, or countless other components. Plus, you’ll likely receive pushback on non-value adding OCM tasks or hear “this solution feels generic and isn’t tailored to what we need” from your client. Yikes. You’ve just lost credibility with your client. 

Quick OCM fixes = quick OCM disasters 

It’s easy to understand why some companies seek quick fixes when it comes to OCM solutions. OCM consulting can be costly and requires time and effort to be successful. Companies try to cut corners by sending employees through a two or three-day OCM certification program, such as Prosci, and think erroneously that they now have an internal OCM capability. Companies also hire a few junior OCM resources to check the ‘organizational change management’ box. This often results in ‘change by Excel spreadsheet’ and lacks key components such as executive sponsorship, impact, and readiness for the change Seasoned OCM practitioners know that organizational change management is a science and an art. OCM is a skill that takes years to learn, practice, and refine. Using an OCM quick fix is likely to result in a quick OCM disaster.   

A customized approach to change is necessary 

Any consulting firm or organization with OCM talent will tell you that it’s imperative to have a change management methodology. The beauty of having a methodology is that an expert OCM practitioner can pick from options but doesn’t have to lead with ALL of them. After all, your client is likely already drinking through a firehose with the change initiative. A change management methodology is a starting point for seasoned change management professionals to begin with and customize accordingly. OCM experts can tailor a solution that will work for the change initiative whether it’s a system, process, or organizational change. The OCM expert will also consider the company’s culture, level of OCM sophistication, the size of the project, how complicated the project is, the change impact of the project, and more. According to Scott, “A change methodology is like a recipe for a meal and the chef knows the tastes of the patrons that will eat it. The head chef will pick the ingredients in a way that is tailored and specific to the patrons wants and needs.” In a similar vein, experienced OCM practitioners customize OCM strategies that set the client up for success.   

Companies should avoid all-encompassing change management checklists and quick OCM fixes and instead use customized approaches to change management. Each change initiative is unique, and this means that the change strategy should be unique to meet the needs of the project. Organizational change management strategies are one size fits none but seasoned OCM practitioners know just how to navigate the delicate art and science of change management. 

Contact ChangeStaffing to learn how to get a customized OCM strategy for your next change initiative!    

A very special thank you to Scott Feder, Organizational Transformation Leader, for his thought leadership and for collaborating with us on this blog.  

Written by Kylette Harrison