{"id":33666,"date":"2024-10-22T21:09:07","date_gmt":"2024-10-22T21:09:07","guid":{"rendered":"https:\/\/www.oxfordcorp.com\/?p=33666"},"modified":"2024-10-23T15:39:20","modified_gmt":"2024-10-23T15:39:20","slug":"organizational-change-management-ocm-for-every-business-and-every-person-2","status":"publish","type":"post","link":"https:\/\/www.oxfordcorp.com\/es\/insights\/blog\/organizational-change-management-ocm-for-every-business-and-every-person-2\/","title":{"rendered":"Organizational Change Management (OCM) for Every Business and Every Person\u00a0"},"content":{"rendered":"<p aria-level=\"1\"><strong>Originally published June 16, 2022<\/strong><\/p>\n<p><span data-contrast=\"none\">\u201cThe only constant in life is change\u201d (<\/span><a href=\"https:\/\/scholarworks.waldenu.edu\/cgi\/viewcontent.cgi?article=1264&amp;context=jsc\" target=\"_blank\" rel=\"noopener\"><span data-contrast=\"none\">Heraclitus, circa 535-475 BC<\/span><\/a><span data-contrast=\"none\">). Humans tend to resist change or anything that disrupts the status quo. But change is entirely necessary for businesses to evolve and improve. Without change, processes would remain stagnant, technology and innovation wouldn\u2019t exist, and results would lack any real benefit.<\/span><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"none\">On the other hand, change implemented without a plan or purpose can cause disruptions that lead to detrimental consequences and unachieved goals. COVID-19 provided a global picture of what change thrust upon us without a solid strategy or contingencies in place can look like and how drastic the implications can be.\u00a0<\/span><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"none\">While studies indicate that \u201c<\/span><a href=\"https:\/\/journals.sagepub.com\/doi\/full\/10.1177\/18479790211016273\"><span data-contrast=\"none\">mo<\/span><\/a><a href=\"https:\/\/journals.sagepub.com\/doi\/full\/10.1177\/18479790211016273\" target=\"_blank\" rel=\"noopener\"><span data-contrast=\"none\">st organizational change initiatives (60-70%) fail,<\/span><\/a><span data-contrast=\"none\">\u201d the pandemic has shown us that an organization\u2019s ability to respond to a crisis quickly and adequately may determine its overall success. In other words, a quality response can lead to a business\u2019s overall resilience.<\/span><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"none\">Change will happen, whether by choice or chance\u2014you cannot avoid it. As a result, nine out of 10 executives said\u202f<\/span><a href=\"https:\/\/www.prosci.com\/resources\/articles\/organizational-agility-strategic-imperative%22%20\/t%20%22_blank\"><span data-contrast=\"none\">organ<\/span><\/a><a href=\"https:\/\/www.prosci.com\/resources\/articles\/organizational-agility-strategic-imperative\" target=\"_blank\" rel=\"noopener\"><span data-contrast=\"none\">izational agility is critical to business success<\/span><\/a><span data-contrast=\"none\">, according to research reported by Prosci. Additionally, 76% of CEOs said their ability to adapt to change presents a key competitive advantage, according to a PwC survey of 1,150 CEOs.<\/span><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/p>\n<p>Changes that might be uncomfortable or disruptive include:<\/p>\n<ul>\n<li><span data-contrast=\"none\">New hires<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"none\">Changes in leadership<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"none\">New systems or processes adopted to reduce costs or improve operations<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"none\">Digital upgrades or transformations<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"none\">New tools or software integrations<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"none\">Expansions or a move to a new office location<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"none\">A rebrand or reorganization\/business reconfiguration<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"none\">Unexpected crisis or natural disaster<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"none\">Other changes impacting the business\u00a0<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<\/ul>\n<p><span data-contrast=\"none\">That\u2019s why organizational change management (OCM) is essential for companies navigating transitions and hoping to implement changes seamlessly and efficiently within their business.<\/span><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/p>\n<p><\/span><\/p>\n<div style=\"text-align: center;\">\n<p><a style=\"display: inline-block; padding: 10px 20px; background-color: #ffd300; color: #000; font-weight: bold; text-decoration: none; border-radius: 4px; box-shadow: 0px 3px 5px rgba(0, 0, 0, 0.2); transition: background-color 0.3s ease;\" href=\"https:\/\/www.oxfordcorp.com\/contact\/?utm_source=Insights&amp;utm_medium=CTA_Click&amp;utm_campaign=CTA#i'm-looking-for-talent\">CONNECT WITH OXFORD \u2192<\/a><\/p>\n<\/div>\n<p><\/span><\/p>\n<h2 aria-level=\"2\"><span data-contrast=\"none\">What is Organizational Change Management (OCM), and Why is It So Important?<\/span><span data-ccp-props=\"{&quot;134245418&quot;:true,&quot;134245529&quot;:true,&quot;335559738&quot;:160,&quot;335559739&quot;:80}\">\u00a0<\/span><\/h2>\n<p><span data-contrast=\"none\">Organizational changes are necessary to promote innovation, support continued productivity, maximize your return on investment (ROI), and transform your business as trends evolve to remain authoritative, relevant, and resourceful within your industry or discipline. OCM helps leadership introduce needed changes while maintaining a productive and positive workplace that empowers employees to embrace change rather than reject it. It\u2019s a framework for managing the effect of changes within any given organization and a catalyst for performance improvement and transformation.<\/span><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"none\">Uncertainty can diminish employee productivity. OCM offers a strategic approach to unavoidable innovation that reduces doubt or ambiguity. Additionally, it helps leadership answer questions about the weight of changes being made so that they can better present employees with the relevance and benefits accompanying the implementation of the changes.<\/span><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"none\">Finally, for employees to thrive in an evolving work environment, leadership must establish an atmosphere of trust and support. The degree of trust instilled can determine employees\u2019 reactions, thoughts, and feelings toward the changes. Effective change management should take into consideration\u202f<\/span><a href=\"https:\/\/scholarworks.waldenu.edu\/cgi\/viewcontent.cgi?article=1264&amp;context=jsc\" target=\"_blank\" rel=\"noopener\"><span data-contrast=\"none\">the \u201cwho\u201d behind any adjustment, modification, or renovation<\/span><\/a><span data-contrast=\"none\">, rather than just the \u201chow\u201d or \u201cwhy.\u201d<\/span><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"none\">One strategy is to involve your employees in the process. This reassures them that change is not something being done to them but instead something that they are a part of. It can also bring different perspectives to the table, opening the door to new ideas and conversations about organizational changes that benefit everyone.<\/span><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"none\">According to an\u202f<\/span><a href=\"https:\/\/gbr.pepperdine.edu\/2010\/08\/leading-and-managing-change\/\" target=\"_blank\" rel=\"noopener\"><span data-contrast=\"none\">article about leading strategic change<\/span><\/a><span data-contrast=\"none\">\u202fpublished in the Graziadio Business Review, \u201cinvolvement breeds commitment.\u201d The author states: \u201cIn the U.S., where individualism rules, managers who do not involve their workers in decisions that affect them run the risk of stalled change efforts.\u201d<\/span><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"none\">A common excuse is that it takes too long. However, the time and costs saved in the long term are worth the time and resources spent now. The article cites a manager at Microsoft who determined that companies often overestimate what needs to be done in the short term and how quickly change needs to happen while underestimating what can be done in the long term.<\/span><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/p>\n<h2 aria-level=\"2\"><span data-contrast=\"none\">Benefits of Organizational Change Management for Your Business: Choosing the Right OCM Model<\/span><span data-ccp-props=\"{&quot;134245418&quot;:true,&quot;134245529&quot;:true,&quot;335559738&quot;:160,&quot;335559739&quot;:80}\">\u00a0<\/span><\/h2>\n<p><span data-contrast=\"none\">A suitable and well-defined OCM model will help prepare and equip individuals to thrive despite the impending changes to their jobs, their roles within the business, or the company overall. Effective OCM models are primarily concerned with the people in the organization. Still, the benefits extend to standalone projects and the enterprise when people can readily and more comfortably adapt, and innovation can take place naturally or with minimal growing pains.<\/span><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"none\">\u202f<\/span><a href=\"https:\/\/blog.prosci.com\/the-correlation-between-change-management-and-project-success%22%20\/t%20%22_blank\"><span data-contrast=\"none\">Ke<\/span><\/a><a href=\"https:\/\/blog.prosci.com\/the-correlation-between-change-management-and-project-success\" target=\"_blank\" rel=\"noopener\"><span data-contrast=\"none\">y benefits of effective OCM:<\/span><\/a><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/p>\n<ul>\n<li><span data-contrast=\"none\">Your business is 2x more likely to stay on or under budget<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"none\">Your business is 5x more likely to stay on or ahead of schedule<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"none\">You\u2019re 6x more likely to achieve project goals<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<\/ul>\n<p><span data-contrast=\"none\">Simply ignoring the need to manage changes can have devastating consequences and negatively impact the outlook and longevity of the business. There are many different OCM models to choose from, but it\u2019s important to select one that best fits your needs and focuses on the people within the organization. In addition, adopting an effective OCM model is a justifiable short-term expense that can help avoid future costs and\u202f<\/span><a href=\"https:\/\/blog.prosci.com\/the-costs-risks-of-poorly-managed-change%22%20\/t%20%22_blank\" target=\"_blank\" rel=\"noopener\"><span data-contrast=\"none\">mitigate risks<\/span><\/a><span data-contrast=\"none\">, such as:<\/span><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/p>\n<ul>\n<li><span data-contrast=\"none\">Dips in productivity<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"none\">Lowered employee morale<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"none\">Loss of valuable employees<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"none\">Delays in projects<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"none\">Missed objectives<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"none\">Misaligned goals<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"none\">Abandoned projects<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"none\">Unavailable resources<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"none\">Budget concerns<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<\/ul>\n<p><span data-contrast=\"none\">Significant outcomes of your investment could include:<\/span><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/p>\n<ul>\n<li><span data-contrast=\"none\">Companies that invest highly in their employees\u2014including training and development\u2014decrease staff turnover by 65%<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"none\">Increasing project spending on training and adoption from 4.5% to 6% of the project budget improves the chances that deployment will meet its performance targets by 30%<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"none\">Companies with micro-learning in place experience greater year-over-year improvement in revenue (63%) per full-time employee (FTE)<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"none\">An investment as low as $1,500 per employee in knowledge support increases profit margins by an average of 24%<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<\/ul>\n<h2><span data-contrast=\"none\">Challenges to Effective OCM: What Are the Most Significant Barriers to Change?<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:408}\">\u00a0<\/span><\/h2>\n<p><span data-contrast=\"none\">\u201cSlowness to change usually means fear of the new\u201d (Phillip Crosby).<\/span><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"none\">As previously mentioned, humans are typically resistant to change. How your employees feel about the changes will impact on their willingness to adopt and utilize those changes moving forward. How the changes are implemented will also contribute to your employees\u2019 attitudes toward actively participating in the process.<\/span><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"none\">In other words, if leadership instills confidence and trust in their employees, they will be more likely to engage in the company\u2019s progression. But if they feel their role within the company is threatened, or there are uncertainties about the business\u2019s future and an individual\u2019s future within the organization, their hesitation to go along with the changes will be apparent and can affect continued loyalty, productivity, and operations.<\/span><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"none\">Even the most effective OCM model can prove ineffective if not executed properly and adopted accordingly. If leadership fails to acknowledge potential challenges to organizational change\u2014and how it\u2019s managed\u2014and address those possible roadblocks head-on, they\u2019re missing a vital element of the process.<\/span><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"none\">OCM obstacles or barriers to be aware of include:<\/span><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/p>\n<ul>\n<li><span data-contrast=\"none\">No clear direction or adoption strategy<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"none\">Employees unwilling to adopt the changes<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"none\">Employees lacking the competencies to adopt the new technology or business processes<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"none\">Lack of employee input to the new process design<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<\/ul>\n<h2><span data-contrast=\"none\">Oxford\u2019s Organizational Change Management Model: How Does One Effectively Approach OCM?<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:408}\">\u00a0<\/span><\/h2>\n<p><span data-contrast=\"none\">Oxford believes the proper approach to change management can benefit an organization and its employees. According to data collected by Prosci\u2019s research team, 93% of projects with excellent change management met or exceeded project objectives, compared to 15% with poor change management. However, even with good change management, the success rate dropped to 77%, while fair change management saw a decline in success to 43%. These numbers further demonstrate the importance of adopting a superior OCM model.<\/span><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"none\">Oxford\u2019s approach to OCM supports holistic and successful change, with a dedicated focus on mobilizing adoption and usage, thereby providing exceptional, consistent, and long-term results. People are key, with 98% of change-related critical success factors dependent on the individuals comprising the workforce.<\/span><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"none\">\u201cTrue and lasting change comes from the bottom up\u201d (<\/span><a href=\"https:\/\/scholarworks.waldenu.edu\/cgi\/viewcontent.cgi?article=1264&amp;context=jsc\" target=\"_blank\" rel=\"noopener\"><span data-contrast=\"none\">Kezar, 2013<\/span><\/a><span data-contrast=\"none\">). Working alongside your employees to include them in the transitions rather than forcing the changes on them from the top-down can encourage transformation that\u2019s permanent and helpful rather than fleeting and damaging. Oxford establishes a solid OCM strategy that moves upward and crosswise rather than downward, introducing a broader scope and encompassing all stakeholder levels\u2014presenting an effective OCM method for every business and person.<\/span><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"none\">Critical success factors for an effective OCM model include:<\/span><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/p>\n<ul>\n<li><span data-contrast=\"none\">Structure<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"none\">Active and visible leadership<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"none\">Frequent and open communication<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"none\">Employee engagement and participation<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"none\">Engagement with middle managers<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"none\">Integration and engagement with project managers<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"none\">To achieve this level of success, an organization must follow three key steps, including:<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"none\">Creating a climate for change<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"none\">Engaging and enabling the entire organization<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"none\">Implementing and sustaining the changes<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<\/ul>\n<p><span data-contrast=\"none\">Lastly, each individual involved in the organization must go through their own journey of adoption to achieve acceptance and ownership of the change, exclusive of any mandates from leadership. This journey consists of:<\/span><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/p>\n<ul>\n<li><span data-contrast=\"none\">Awareness of the change and why it\u2019s happening<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"none\">Understanding or a desire for the change based on its benefits to the person<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"none\">Acceptance or knowledge of the impacts and a willingness to learn the new process<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"none\">Ability or the adoption of the change\u2014showing a genuine commitment to the change<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"none\">Reinforcement or taking ownership\u2014advocating for or supporting\u2014the change<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:390}\">\u00a0<\/span><\/li>\n<\/ul>\n<h2><span data-contrast=\"none\">Making the Most of OCM for Your Business: Partnering for Success<\/span><span data-ccp-props=\"{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:408}\">\u00a0<\/span><\/h2>\n<p><span data-contrast=\"none\">Successful leaders know it takes a skilled and reliable team to reach a common goal. Implementing changes within your business can be challenging without knowledgeable and valuable help. When change management is handled poorly, its impacts can be catastrophic to your company and its ongoing operations. Most significantly, your employees\u2014and therefore your customers or clientele\u2014are adversely affected.<\/span><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/p>\n<p><a href=\"https:\/\/www.oxfordcorp.com\/en-us\/contact-us\/hire-talent\"><span data-contrast=\"none\">Partnering with OCM experts<\/span><\/a><span data-contrast=\"none\">\u202fwhen fulfilling needed changes within your company is a sound short-term investment that can generate long-term payoffs for your organization. Working with a partner who can help you achieve your goals with as little disruption to the workplace as possible is important Most critically, it\u2019s imperative to partner with someone who understands the magnitude of employee satisfaction and how it can positively or negatively influence your overall objectives and profitability.<\/span><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"none\">Together, you can achieve innovative and new ideas with adaptive processes that work for every business and person, facilitating your company\u2019s viability through days, weeks, months, years, and generations of change.<\/span><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/p>\n<p><\/span><\/p>\n<div style=\"text-align: center;\">\n<p><a style=\"display: inline-block; padding: 10px 20px; background-color: #ffd300; color: #000; font-weight: bold; text-decoration: none; border-radius: 4px; box-shadow: 0px 3px 5px rgba(0, 0, 0, 0.2); transition: background-color 0.3s ease;\" href=\"https:\/\/www.oxfordcorp.com\/contact\/?utm_source=Insights&amp;utm_medium=CTA_Click&amp;utm_campaign=CTA#i'm-looking-for-talent\">CONNECT WITH OXFORD \u2192<\/a><\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Navigate the complexities of change with Organizational Change Management (OCM). Learn how to adapt and thrive in a constantly evolving business environment.<\/p>\n","protected":false},"author":22,"featured_media":33698,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[183],"tags":[268],"category-tag":[],"class_list":["post-33666","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","tag-life-sciences-consumer-and-industrial-technology-communications-healthcare-financial-services-public-sector"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.1 (Yoast SEO v27.1.1) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Organizational Change Management (OCM) for Every Business and Every Person\u00a0 - Oxford Global Resources<\/title>\n<meta name=\"description\" content=\"Navigate the complexities of change with Organizational Change Management (OCM). 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