Otherwise known as Organisational Change Management month!

Or that’s what the clever clogs at Able and How tell us.  One of the things I find quite frustrating is the misrepresentations of what organisational change management is. Usually led by those who are quite inept and old fashioned, those who experience that then come to associate what is woeful change management as the practice of organisational change.

Which is why I loved, loved, loved Able and How’s OCtober initiative last year. 31 days of hard core focus on what OCM is, the different points of views, why it’s important and how to get value. They curated and created such good content.

So hey, they are doing it again and you need to head over and follow them on linkedin, twitter, sign up to get some of their goodness (see below for links). Here’s a reposting of their final post and a link to their report from the month. It will give you a flavour of it. And I am so grateful for your efforts Able and How! If more change practitioners would share their work as publically we’d probably have a much better understanding of OCM!

 


 

It’s the 31st of October 2016 which sadly means the last day of our first ever Organisational Change Management Month… also known as OCtober.

It’s been quite a month at Able and How. We’ve spent 31 days posting, tweeting and chatting about change. We’ve heard many different points of view, shared ours and engaged in countless discussions on our favourite topic of conversation; Organisational Change Management (OCM).

At Able and How we believe that OCM is an essential component of successful projects and the only way to truly drive sustainable change. Despite this, not everyone across the globe has recognised its full value to the same extent. The discipline of OCM is still maturing and gathering attention to different degrees in different markets. That is why we spent the last month promoting and celebrating “how organisations can realise the true value from their change” and “why it is so important”.

In case you’ve arrived late to the party, OCM is the discipline of managing the effect of change on people in an organisation. Simply put, it is about looking after the people side of change. Our article ‘What is OCM?’ from Week 1 of OCtober can still be found it here if you’d like to know more.

In Weeks 2, 3 and 4 of OCtober we aimed to increase understanding of the discipline and develop the discussion on OCM even more by covering the themes: ‘How do we apply it?’‘Who owns it?’ and ‘What does the future of OCM hold?’. Each week we raised the bar as people shared experiences and contributed to the conversation.

We have pictures too

We’ve published Infographics on each topic too. They’re full of rich data and information:

 

Even though it has now come to an end, there is still an abundance of knowledge to be taken from OCtober 2016. We hope you will continue to use, share and keep chatting about OCM far beyond this month and this year.

(For example, we suspect the debate we started on ‘Project Management versus Change Management’ will rumble on indefinitely.)

We thank everyone who offered opinions and engaged in the many discussions on OCM across our social media channels, it has been an inspiring experience!

For those of you who’ve missed out until now and can’t wait for 2017, don’t despair, we will be publishing one collective report in the coming weeks with all of the content from the past month. Also keep an eye out for our re-scheduled Able Round Table event.

To keep you going in the meantime, here are some top tips for change from OCtober 2016.

Five OCM Tips

  1. Structure is key to successful change

Flexibility is important within a project but having a structured framework or methodology as a starting point or guiding light is the cornerstone for successful change.

  1. Be aware that there are a lot of different people responsible for delivering a change

To effectively manage the change, you need to bridge the gap between the aspirations and needs of the leaders championing the change, the teams delivering it, and the individuals impacted by it.

  1. Successful change requires people adoption

The value locked in strategic change can only be realised once execution happens. And this value can only really take hold if people adopt change.

  1. Don’t confuse accountability and responsibility

There is a big difference between accountability and responsibility. Responsibility can be shared; accountability can only be assigned to one person. This one person is answerable for actions and most importantly, results.

  1. Be better at the way you change

In today’s world, change is a constant. The ability to change is therefore becoming increasingly important for organisations in order to remain relevant. Those with a mature OCM capability will have a competitive advantage.

 

While the month of OCtober will officially come to a close today. October is not finished. Along with the summary document and Able Round Table mentioned above, the discussion continues online.

Look at our Able and How blog, or follow us @ableandhow on Twitter and Instagram for more ideas. A lot of the discussion seems to be happening on LinkedIn as well, where you will find things at our Able and How page, in our Organisational Change Management and Business Transformation Group, or some of our personal pages.

Stay interested, stay involved, and keep sharing your views. The OCM case get stronger with every discussion we have.

Miranda

P.S. Don’t forget the October 2016 playlist too, for a fully immersive experience

 

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Dr Jen Frahm – Author of Conversations of Change: A guide to implementing workplace change.

2 Comments

  1. Paul Thoresen says:

    Thank you!
    One of the fun things about social media is finding these kinds of gems.
    Cheers,
    Paul

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