There are quite a few stories out there about project failure caused by poor Organizational Change Management (OCM) or complete lack of OCM. What about successful Organizational Change Management? I have always felt like fashioning Change Management after a marketing campaign was a very good way to go. I was working on a huge worldwide program for a very large pharmaceutical company that had the best OCM I have ever seen. All of the leaders supported the change. This involved a good deal of their time as they had several events to help the users understand the importance of the change and rally around it. They communicated very frequently and in many different forms. The program leaders made sure that they were getting requirements from all locations participating. Obviously the leaders of the organization were willing to spend money to handle the people side of change as they could see there would be a return. We all know that huge worldwide programs can be the riskiest so the company did all in its power to try to ensure success.
And then there was the time I was brought into an organization to bring a great deal of change. The CIO wanted change. The PMO Director wanted change. Everyone wanted change! They just didn’t agree on what this change looked like! But they agreed it needed to be done yesterday (they really did as they had been looking for a resource to lead this for quite some time). This caused a great deal of resistance from the people who had to do the work to get the projects completed. And then there were the various businesses under the corporation who needed to come together to help develop the requirements that would work for all. I worked with the sponsors to ensure they stood behind the changes required from the program. I built targeted communications for all the various areas of the organization and communicated frequently. I didn’t have the luxury of a big budget and many resources to ensure OCM success for the program but I was a big fan of the solution so my enthusiasm kept me going. And as I said most of the people in the organization realized that several things needed to change as things weren’t going so well before the program was implemented.
When I was researching for a keynote speech I was to present, I came across a very inspiring story of a project success. The two hour house. One of the major elements of the very successful project was people working together because they really believed in the project. This project wasn’t about change in an organization but it was about people really believing in what they were doing. And that is what you want on OCM – for people to believe in the benefit to result from the project. For that particular project the “benefit” was proving they could build the house per a 2 hour schedule. In the end they were proving out the major elements they felt must be in place for success of the project (very detailed planning, risk management, only dedicated believers on the team, contingency planning etc.).