OCM is commonly known as Organizational Change Management, or sometimes simply Change Management. This is the human element of incorporating change through an organized motion of proactively predicting the human factors (behavioral, emotional and physical aspects) for executing a desired change. Once these predictions are made, we strategically address them in a way that most successfully achieves the desired outcome. It’s the healthy method of changing mindsets and behaviors while moving people from one position to another.

Different circumstances lead to change in an organization. Anything from a new product or process, to a restructuring or technology change. A successful organizational change needs to transpire through a process, or journey – with distinct stages. You need to be cautious as to not allow the change to feel transactional. There is no standardized approach in OCM, but there are processes that organizations can follow to direct the best motion for their own ingenuity.

A good way to start this motion would be to engage users as soon as possible in the making of decisions and seeing the value of the change. Allow the user to be engaged in the Analysis & Design and have strategic communication throughout the motion. Create enthusiasm and anticipation through the process to maximize the execution and captivate the user. Listen attentively and respond swiftly to user communication. Build awareness and the desire for a successful end result. And know that a successful end result is the effect of an engaged user.

An unsuccessful project will experience lack of commitment and follow through from senior executives, unsound project management skills and lack of training which results in confusion among the users. A successful project with a very good OCM reflects involvement from senior executives to frontline users, clear outline of responsibilities, and project understanding and acceptance throughout the organization.