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Why should an organization mandate an OCM specialist?

OCM specialist?

The field of organizational change management is quite complex, which makes the intervention of an organizational change management specialist hard to estimate. The required knowledge is specialized and its role is complex since, first and foremost, it caters to support a large number of people in change. Using a structured and dynamic approach, the specialist provides support to stakeholders at all levels of an organization: Executives, Managers and employees that need to be empowered and tooled to embrace change.

To this effect, Organizational Change Management is a management practice that aims to:

  • Reduce the impacts and duration of the transition period on the recipients.
  • Manage the resistance and concerns of the recipients.
  • Minimize unwanted side effects on stakeholders and, ultimately, on clients.
  • Increase the likelihood of success when implementing projects in the organization.
  • Improve the capacity and effectiveness of the organization to implement change projects.
  • Accelerate the integration of change projects.
  • Foster the creation of a culture of change.

The Organizational Change Management specialist can typically be assigned four (4) large deliverables that will enable him to carry out his mandate:

  • Establish a governance of change management and ensure its management by an expert in the field.
  • Complete a qualitative diagnosis using a recognized methodology.
  • Roll out an integrated strategy and plans adapted to the context of the organization.
  • Ensure leadership and the integration of Change Management activities with project management activities.

It goes without saying that mandating a Change Management Specialist brings significant benefits to the project and to organizations. It is the human aspects of the project that are winning because research has identified the following positive effects:

  • Reduce organizational costs related to poor management of organizational change: increased absenteeism, reduced productivity, labor relations tensions, increased stress levels, unplanned departures, etc.
  • Minimize impacts on employees and managers.
  • Accelerate the project’s return on investment.

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